D i ve r s i t y Wo r k s !
Urban League
Employment/Career & Small Business Guide
A communit y ser vice of the Business Work force D evelopment D epar tment of T he Urban League of San Die go Count y   
Traditionally remembered
during Black History Month,
starting with this issue a
prominent historical figure is
featured. In this way, African-
American accomplishments
are celebrated all year long.
B orn into harsh slavery as
Araminta Ross in Dorches-
ter County, Maryland, Tubman
married a free African-American
at age 25. Several years later,
fearing she would be sold, Tub-
man escaped to Philadelphia
where she met William Still, the
Philadelphia stationmaster of the
“Underground Railroad” who
showed the young Tubman how
the escape system worked.
In 1851 Tubman began relocat-
ing members of her family to On-
tario, Canada. Tubman returned
to Maryland to rescue other
family members. She is said to
have operated without fear of any
Great places
to work for
black women
by Jayme S. Ganey
We surveyed the experts,
asked the tough questions, and
crunched the numbers to compile
a list of companies where black
women are not only welcome but
are making great professional
strides in their careers.
Stereotypes: obstacles for black workers?
When African-Americans apply for jobs, they
sometimes know just what’s coming. Lingering
stereotypes of black workers—that they aren’t
as hardworking, or as smart—are still forcing
many to fight those perceptions.
Harriet Tubman
c. 1820 - March 10, 1913
To create this year’s list, Essence
Magazine asked more than 60
business insiders—headhunters,
human resources representatives,
research firms and nonprofit
organizations—to nominate
companies with solid reputations
for hiring, retaining, supporting
and promoting black women.
(Unlike other lists that rely on a
question-and-answer survey in
which companies can respond
with what they want you to
know, we created our methodol-
ogy based on discussions with
those in the know.)
We then conducted additional
research to find exceptional
programs and policies within
these organizations that cater
specifically to our needs. We also
contacted the Equal Employment
Opportunity Commission to find
out if those under consideration
are practicing what they preach.
Finally, we scoured the staff
of some great companies to find
black women who are succeeding
at all levels.
Here are the findings (* Com-
panies listed alphabetically):
11
spring 2007 Vol. 2 - No. 1
  w w w.ulsdc.org
consequences and inspired brav-
ery and courage in those fearful
of escaping. Called “Moses” The crisis of
black male
by those she helped get on the
Underground Railroad, Tubman
brought more than 300 people
joblessness
to freedom using the system. Her
trips could take weeks at a time,
all the while evading slave hunt-
ers and the authorities.
During the Civil War, Tubman
served the Union as a soldier,
The unemployment rate for black males was 9.5 percent, more
spy and nurse. However, she was
denied payment for her wartime than twice the 4.6 percent unemployment rate for all males.
services. She settled upstate, in
Auburn, New York.
Although she married Nelson
Davis, a man she met in South
A ccording to a report this month by Senator Charles
E. Schumer (Democrat-New York), for the Senate’s
Joint Economic Committee, the unemployment
Carolina during the war, she was rate for black men is double that of all men in
never inactive and continued to the United States. Historically, labor market
work keeping open an Auburn outcomes for African-Americans have been
center for women’s activities.
In 1995, the federal government
honored her with a commemora-
worse than those for the population as a whole.
But the problem is even more critical than ever
before, particularly for young black men with
tive postage stamp. low educational attainment.
Labor force participation rate is lower...
1. Aetna, Inc., Hartford The percentage of all men either working or
looking for work (the labor force participation
What makes it great: There are rate) has been declining for years. The rate for
strong employee networks at this black men has been falling as well, but it is 6
health-care benefits company, or 7 percentage points lower than the rate for
with plenty of opportunities for all men. In 2006, for example, the labor force
black women to meet others. participation rate was 73.5 percent for all men
It also has programs that give but only 67 percent for black men. In other
mid-level employees of color words, one out of every three black males is
leadership development training not in the workforce
for future top spots.
Other pluses: black women, Nearly 40 percent of all black men were not working in 2006...
like Elease Wright, senior vice-
president of human resources, Together, higher unemployment and lower labor force participation
are in place to make key hiring mean that the percentage of black males with a job is substantially
decisions. Wright was recognized smaller than the percentage of all males with a job. An employment-
last year by The Network Journal to-population ratio for black males of 60.6 percent means that 39.4
as one of the top influential black percent of all black men were not working in 2006 (see table).
women in business.
The problem is particularly acute among young black men...
2. Citigroup, New York
Unemployment rates for young men are higher than those for the
What makes it great: Citigroup overall population, but the unemployment rate for young black men is
has solid employee-led affinity staggeringly high—21.8 percent in 2006, or roughly twice as high as
networks and high-placed black the rate for all young men.
women. Ann Dibble Jordan sits
on the board of directors, and
Leah Johnson, senior vice-presi-
dent, of global corporate affairs, See The crisis of black male joblessness on Page 7
See 25 Great jobs on Page 14
28
If you haven’t heard about The Urban League’s Job Readiness
program, you may be missing out on an important tool to help
with your employment campaign. Check out the important
information inside and find out about a great service.
 | SPRING 2007 | Diversity Works!

Our customers are some

of the most diverse in the
world. Our employees, too.
We’ve been recognized by DiversityInc., HISPANIC
Magazine and ESSENCE. And for six years in a row,
Fortune Magazine has ranked us among the Best
Companies for Minorities. But a commitment to
workforce diversity is nothing new here. It’s part
of our culture. And, considering the diversity of
our customers, a big reason for our success.

AT&T salutes the diversity efforts of the San Diego Urban League.

600953 10x13d5 ATT.indd 1 8/9/2006 1:25:02 PM

 Diversity Works! | SPRING 2007 | 
Let me (re-)introduce you to the Urban League of San Diego County. Since 1953 we
have been building bridges between communities of color and corporations/business/govern-
ment here in San Diego through education, employment, and community development services.
Our national history dates back to 1910 when black workers migrated from the rural South to
URBAN LEAGUE OF SAN DIEGO COUNTY the industrial urban North. When they arrived, they lacked the job skills, education and cul-

T he
recognizes that an inclusive workforce with a variety of views,
perspectives, and backgrounds is integral to our client’s success.
—This unique mixture in the workforce provides unlimited
ideas and innovative solutions that are imperative to thriving and
propelling our economy forward.
—The Urban League is dedicated through our extensive net-
work of partners and unparalleled reach into the urban market to
effectively recruit, train and inspire a diverse workforce and driv-
ing a commitment to inclusion and diversity.
—As a non-profit organization, founded in 1953, the Urban
League of San Diego County, is one of more than 100 affiliates na-
tionwide, and seeks to eliminate the equality gap by empower-
ing citizens to spread educational information that provides the
tools for social, political and economic success.
tural awareness to be successful in the urban industrial environment. Additionally, the industrial
North did not understand their culture, customs and behaviors. Consequently, there were a lot
of disconnects, firings and under utilized human resources. Ninety-seven years ago (we are the
oldest diversity staffing agency in the nation) the National Urban League formed to serve as the
bridge between the two groups facilitating mutual values, efforts and results. We transformed the
skills, cultures and abilities of the community into productive value-added employees through Maurice D. Wilson
EVP/COO, Director of Diversity
our programs and services. Also, because of our knowledge of communities of color, we helped
and Community Initiatives
corporations better understand the cultural differences of these new resources and create a win- at the Urban League
win. Today, there are over 100 affiliates across the nation carrying out this mission, The Urban 619-266-6244
League of San Diego County being one of them. In keeping with changes in society and trends in employment, The Urban League of
San Diego County has undergone a transformation from Social Service Agency to a Social Entrepreneur Business-like Agency. Simply
stated, we operate our agency like a business, but maintain our historical purpose and core values. Our approach produces tangible
results and many satisfied customers, both community and corporate. I invite you to take a second look and connect or re-connect
your company to us. Our 53-year presence here in San Diego gives us a unique edge and we have countless collaborative relationships
throughout the County that your company will find beneficial and strategically advantageous. I look forward to seeing you again.

Contents
—Our current services focus on the following areas:
[1] Education
[2] Housing
[3] Employment.
—We are committed to helping build a better community.

Cecil H. Steppe  INSIDE 14 25 Great places for women to work

President & CEO

18 Affinity Groups directories
Maurice Wilson 4 Diverse Nation
Celebrating Black History Month in San Diego,
Work closely through the employment network
by referring your constituents to our job bank
Publisher/Exec. Vice President, COO Union Bank and KPBS honor local heroes

Barbara Webb
Learning how to manage government contracts
Lenora Billings-Harris: Diversity Diva?
24 Career Development
Job Trends 2007: Ready to join the work force
Director, Workforce Development Before activating Plan B, consider your attitude
6 Industry Watch
Minimum wage bill divides businesses,
Turning a pink slip into green bucks
Career change: easier than you thought
Paul S. Wong II
over $8.3 billion in added tax breaks
Art/Design Editor The crisis of black male joblessness
Aflac supports minority business efforts
28 Urban League’s Job Readiness Program

URL
www.ulsdc.org 9 Doing the right thing: integrity at work
30 Youth Opportunities
Tips for college bound
SBA Loans: Highlights of 7 (a) program African-American students
Governance
Non-profit 11 Stereotypes: obstacles for black worker 36 Marketplace

Hours of Operation
Mon. - Fri.
8 am - 5 pm
Established in 1910, learn about the history of
The National Urban League and how the San Diego ONLINE AT www.ULSDC.COM
affiliate got its start on June 23, 1953, when visit-
United Way ing the website. You’ll also
Agency Code: 6496 have quick access to The
League’s Mission Statement
which explains our role in
Mailing Address the community and the
720 Gateway Center Drive five-point strategy to imple-
San Diego CA, 92102 ment goals. Also, be sure
(619) 263-3115 to bookmark the site for
(619) 263-3660, Fax your job search campaign.
email: sdul@sdul.org Explore the pages for impor-
tant news and information
The Diversity Works! Employment/Career & on The League’s Workforce
Small Business Guide is a monthly publication Development programs
compiled by the Business & Workforce where you’ll find links to
Development Department of the Diversity Job Bank, En-
The Urban League of San Diego County. trepreneur Network, Work
Readiness Training, and
For information on editorial
other employment related
submissions, or display advertising
please call (619) 266-6244 or content. And young people
email diversityworks@sdul.org. can tap into The League’s
network for scholarship and
programs information. As
a member of the online
community, and the diverse
community you live in, The
An affiliate of The National Urban League League pledge’s to keep you
informed via the internet.

 | SPRING 2007 | Diversity Works!

Diverse Nation Please send your diversity related news and information by
email to diversityworks@sdul.org or call (619) 266-6244

James Kitchen and other locals

are Black History Month heroes
James R. Kitchen, Vice President
of Student Affairs at San Diego
State University, was honored at
the 2006 Black History Month
(BHM) Local Hero Awards ban-
quet on Feb. 1.
Kitchen was humbled as he
was honored before San Diego
community members, SDSU
President Stephen L. Weber, the
president’s cabinet, Kitchen’s wife,
his four children and one of his
four granddaughters.
“I’ve attended this event every
year since arriving in San Diego,
but never once thought I would
be one of the recipients,” Kitchen
said. “To be recognized with such
esteemed colleagues and pioneers
is an honor in itself.”
Kitchen said his philosophy is
that in helping others succeed,
one leads a life of fulfillment.
“It’s a universal law — we have
to give before we get,” he said.
“We must plant the seeds before
we reap the harvest. The more we
sow, the more we reap. And in
giving to others, we find ourselves
blessed. Tonight, my harvest is
full, and I am truly blessed.”
The Black History Month Local
Heroes are chosen for demonstrat-
ing a high level of commitment
and community participation.
The awards recognize their collec-
tive contributions of courage and
humanity, and they encourage
others in San Diego to continue
Make a difference. As often as
that phrase is used, it is always
rejuvenated by exceptional people.
They are the other 2007 Black
History Month local heroes hon-
ored by Union Bank of California
and KPBS.
Each year, distinct individuals
are recognized for their outstand-
ing efforts to promote and sup-
port the arts, business, commu-
nity activism, social services and
education throughout San Diego
County. Honoring their endeav-
ors as they positively affect the
African-American community,
among others, the annual event is
a celebration of spirit and vision.
This year’s honorees also include
musicians Jeannie Cheatham
and her late husband, Jimmy
Cheatham, for devotion to the
arts. Along with performing local-
ly, across the country and abroad
for decades, the Cheathams have
been songwriters and record-
ing artists. Their collective pasts
include performing with many
renowned musicians, such as Cab
Calloway and Duke Ellington.
Shawn Farrar, director of Sem-
pra Energy’s corporate diversity
affairs, is honored in the business
category. As head of her depart-
ment, Farrar works hard to find
opportunities that foster diver-
sity as part of the firm’s business
growth plans.
Centre City Development
Corporation community relations
manager Sheila Hardin is a local
hero for her community activism.
In addition to belonging to the
Southeast Rotary Club, Hardin
has been involved for many years
with a variety of non-profit orga-
nizations, including the SDSU
Center on Aging.
The award for social services
goes to John Johnson, who has
worn myriad hats throughout his
career. Among his many commu-
nity roles was his work as board
chair of the Alliance Healthcare
Foundation, which promotes
health and wellness particularly
to the medically under served.
Presently along with other posi-
tions, Johnson serves on the board Discover your Inclusivity Quotient™
of the Neighborhood National a DVD offering by Lenora Bill-
Bank, a group that offers financial ings-Harris, is a by-product of the
services to those less fortunate. diversity diva’s inclusion studies
University of California, San across the United States.
Diego professor Cecil Lytle is be- A recorded live workshop for all
ing honored for his contributions trainers and speakers who want to
to education. In addition to his engage their entire audience with
many achievements as an educa- a diversity message, Billings-Har-
tor, Lytle founded the Preuss ris promises fun yet straight-for-
School, a middle and high school ward tips and techniques to help
that provides college prep educa- you connect.
tion for low-income students. The two-hour program comes
In its eighth year, the program with diversity handouts in PDF
is a statewide initiative sponsored format. Additionally, it includes
by Union Bank of California to an inclusion assessment specifi-
honor the contributions of unsung cally for speakers and trainers.
ethnic heroes. Visit www.lenoraspeaks.com

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Diversity Works! | SPRING 2007 | 

Diverse Nation
The Urban League of San Diego Learning how to manage
holds monthly diversity government contracts
networking luncheons (NAPSI)—Whether it’s a matter
of national defense, homeland
just to stay on top of everyday
production and partnerships.
We are pleased to announce this month’s Diversity Works!
security, agriculture, transporta- Experts such as the profession-
Employer Networking Luncheon scheduled for March 28 at tion or space exploration, the als at the National Contract Man-
11:30 am. Each month we bring together communities of color work of the government is increas- agement Association (NCMA)
and corporations to break bread and build bridges. Our purpose ingly being performed by outside believe a contract manager’s skills
is to create a dialogue on diversity in the workplace and to facili- contractors. are developed through continuing
tate mutual understanding, respect, and appreciation. The federal government spends education and practice.
The center of activity is a presentation on diversity from a approximately $388 million on To assist in this effort, NCMA
professional in the field. This month’s featured speaker is Dr. contracted goods and services is presenting its World Congress
Carrol W. Waymon. During the past few decades, he has been a every year, more than half of 2007, on April 22–25 in Dal-
presenter and speaker at several national and regional profession- which is spent on services. las at the Hyatt Regency. The
al membership organizations, conferences and workshops, in the United States and in Ghana, Africa. Relying on contractors allows event provides an opportunity to
agencies greater flexibility in hir- attend a number of educational
He has also published many articles, editorials, professional letters and book, his entitled “On Being
ing and staffing for various func- programs and network with other
Black In San Diego”.
tions, augmenting teams where professionals.
Writer, author, lecturer, poet and philosopher, Dr. Carrol W. Waymon has been promoting there is a shortage of government The conference will feature
diversity in San Diego for more then forty-one years. He has been involved in all aspects of com- workers, and giving government over 100 presentations on various
munity life: social, civic, political, and education, and is widely known and respected through-
out San Diego.
The recipient of numerous honors, Dr. Waymon holds a B.S. degree in Psychology from Howard
University, a Masters degree in Clinical Psychology from Temple University, a Masters in Education
from Temple University, and a Doctorate degree in Sociology & Anthropology from United States
International University.
Don’t miss this inspiring speaker.
• Date: March 28, 2007 from 11:30 am to 1:00 pm
• Location: Urban League of San Diego County, 720 Gateway Center Drive, San Diego CA 92102,
(next to COSTCO) in the Manpower boardroom.
• RSVP: Please call Barbara Webb at 691-266-6232 or Maurice Wilson at 619-266-6244, or
managers access to needed skills aspects of the contract manage-
respond to this email.
and knowledge. ment profession. Workshops and
• Cost: Lunch is $10 for DW! Partners, $15 for all others (special meals provided upon request). But how do professionals forums will address a wide range
handle all of the deliverables and of issues, including:
services when the work is being • Alternate Disputes Resolution
done at a faster pace than ever • Commercial Contracting
before? All organizations, federal • Construction Contracting
agencies, federal suppliers and
• Contract Basics
commercial companies face chal-
• Defense Contracting
lenges making sure that all con-
tracts are fair, fully competitive • Executive and Leadership
• Federal Contracting

T
and unbiased.
he Multi-cultural Convention • Small Business
With issues such as organiza-
Services Network is a destina-
tional conflicts of interest, service • State and Local Contracting
A recent study concluded that tion
in marketing company that pro- contracting conflicts and resolu- NCMA is a membership-based,
motes
the information age, a practical San Diego as a premier desti- tions, and performance-based professional society representing
nation. MCCSN is a
understanding of systems is an membership organization that mar- contracting facing management the contract management profes-
kets San Diego to multi-cultural
invaluable tool to possess - per- associations, conven- professionals, training and net- sion. To learn more, visit the Web
tions, meeting management
haps more valuable than a college companies and leisure trav- working with colleagues is vital site at www.ncmahq.org.
elers. We match the needs of incoming conferences and
event coordinators with the MCCSN network of San
Diego businesses and industry service providers. We are
your full service meeting and tourism consultants.
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 | SPRING 2007 | Diversity Works!
Industry Watch
Minimum wage bill divides businesses,
over $8.3 billion in added tax breaks
By Jim Kuhnhenn, Associated Press
WASHINGTON—America’s businesses
are at odds over minimum wage legisla-
tion, but the rift has little to do with a
$2.10 hourly raise.
A Senate bill that could win final pas-
sage this week is pitting small businesses
and retailers that would benefit from tax
breaks in the bill against the larger cor-
porations and manufacturers that would
have to pay for them.
At issue are tax breaks put in the
Senate bill as sweeteners to attract Republican votes for the
minimum wage increase. The legislation would increase
the federal minimum wage from $5.15 to $7.25 an hour in
three steps over two years.
The bill also includes business tax credits, deductions
and other tax advantages worth $8.3 billion over 10 years
that are designed to help small businesses cope with higher
labor costs.
To help pay for those tax breaks, corporations no longer
would be able to deduct the cost of jury verdicts or settle-
ments in liability suits, and their executives’ tax-deferred
pay packages would be capped at $1 million a year.
The bill’s critics are especially annoyed that the tax ben-
efits would be short-term while the provisions that pay for
them would alter tax law for the long-term.
“The permanent tax law changes here far outpace and
outweigh the few benefits,” says Bruce Josten, chief lob-
byist for the United States Chamber of Commerce, which
opposes the bill.
The bill would extend tax breaks that allow small busi-
nesses to deduct up to $112,000 in new investments a year.
It also would reduce the depreciation period for improve-
ments to retail properties and extend a tax credit for busi-
nesses that hire low-income or disadvantaged workers.
“We think they are all significant,” says Dan Danner,
an executive vice president at the National Federation of
Independent Business, whose membership consists mostly
of business owners with 10 or fewer employees.
OCCUPATIONAL OUTLOOK REPORT
TO BE RELEASED ON MAY 15, 2007
The annual Occupational Outlook Report is a study
of occupations in San Diego County providing infor-
mation on education, training and experience require-
The rift stems from the new ments most often required by employers in the region. 
Democratic Congress’ deficit-cut- Information on wages, benefits, skills and employment
ting approach to tax relief, which opportunities is also included. The information can
requires that every tax dollar lost be used by students, career changers, career advisors,
to a new tax break be offset by curriculum planners, employers and human resource
income from somewhere elsewhere. professionals.
It also signals the new Democratic
The 2006 San Diego Occupational Outlook Report is
majority’s willingness to pay heed
now on line.  Hard copies & CDs are available for pur-
to the small business community
chase. To place an order please contact us at lmireport@
even as it irritates larger corporate
workforce.org, or call 619-228-2900.
interests.
The House version of a mini- This year’s Occupational Outlook Report release event
mum wage increase does not contain tax breaks for small will be held on Tues., May 15, 8:30 a.m. in Qualcomm
business, a potential obstacle to getting a bill before Auditorium, 6455 Lusk Boulevard, San Diego. RSVP
President Bush. House Speaker Nancy Pelosi has said she your name and contact information by May 1, 2007 to
would prefer to address small business needs in a separate lmireport@workforce.org.
tax package.
On Monday, a coalition of business owners, including
Costco Wholesale (COST) chief executive officer Jim
Sinegal, called on Congress to pass the minimum wage
increase, arguing that it would help business by increas-
ing workers’ purchasing power. Congress last raised the
minimum wage in 1996.
“It’s long overdue,” Sinegal said in an interview. “In my
view, it is the best thing for the country.”
In the Senate, Republican critics of the legislation have
argued that raising the minimum wage might force some
businesses to stop hiring entry-level employees. They also
contend that beneficiaries of a higher minimum wage
likely will be teenagers working part-time jobs, not the
working poor. But few if any Republicans have protested
the revenue provisions in the tax part of the package.
Ending the business deduction for court settlements,
jury verdicts and fines would generate about $540 million
over 10 years. Josten said such a provision would eliminate
the incentive for companies to settle liability lawsuits out
of court.
The cap on tax-deferred compensation responds to
congressional and public criticism of large executive pay
packages, including a $210 million severance package for Be a part of this year’s
ousted Home Depot (HD) Chairman-CEO Bob Nardelli.
The Senate bill would allow employees to defer only
Career Fair Expo, Thursday, April 26.
up to $1 million a year or a figure equal to the five-year 10 a.m. to 4 p.m. at Golden Hall
Whether you’re a job seeker or have jobs to fill, the Urban League
average of their taxable salary, whichever is less. That cap
of San Diego and The San Diego Union-Tribune invite you to be part
would generate about $810 million in revenue over 10 of the 2007 "Diversity Works!" Career Fair Expo at Golden Hall,
years, according to the Senate Finance Committee. San Diego Community Concourse, 202 “C” Street, San Diego.
Brigen Winters, an executive compensation attorney at the JOB SEEKERS can find a position and receive career infor-
Groom Law Group in Washington, says the five-year aver- mation from some of San Diego’s top employers. Positions will
be offered in all skill areas, including management, pro-
age could end up taxing deferred compensation for middle fessional, service, teaching, technical, trades, adminis-
managers or employees of start-up businesses who are trative, clerical, engineering, health care and nursing. "ASL Interpreter
Provided"
offered deferred compensation based on the performance
EXHIBITORS’ Career Fair Packages Include:
of the enterprise. Booth space; 2'' ad in the Career Fair Expo supplement distributed
“It affects various types of compensations for a very at the Career Fair Expo and to over 766,700 Union-Tribune readers
on Wednesday, April 25, 2007; company name/logo in directory
broad array of employees,” Winters said. listing in special Career Fair supplement; company name/logo in
But congressional tax writers dismiss the complaints, directory listing on SignOnSanDiego.com for seven days, with a
saying the vast majority of people affected by the cap link to each exhibitor’s Web site; corporate listing in Career Fair
promotional ads; corporate listing and link to participant’s Web
would be highly compensated executives. site on Urban League’s Career Fair Web site; discounted rate for
“These hypotheticals are really red herrings,” said Carol additional advertising in supplement.
Guthrie, a spokeswoman for the Senate Finance Com- For corporate sponsorship opportunities and booth
mittee. “When most Americans would be thrilled to be information, please call Barbara Webb at the
Urban League of San Diego County, (619) 266-6232;
able to put away even a portion of the $15,000 the aver- or call Callie Clayton at (858) 513-7077.
age worker is allowed to save in a 401(k) every year, it is a For additional advertising opportunities, please call
pretty hollow argument that $1 million or 100% of payroll Daryl Brady at The San Diego Union-Tribune, (619) 293-2824.
is not enough for executives and managers to add to their
tax-deferred accounts.”
Danner, speaking of the NFIB’s small business member-
ship, said: “Our guys could not be worried less that you It's the largest career fair in San Diego, with over 6,000
could only roll over $1 million in compensation.” attendees. Booth rentals cost hundreds less than at other fairs.

Diversity Works! | SPRING 2007 | 

The crisis of black male joblessness

(Joblessness, continued from Page 1)
aged 16 to 24, and half of those aged 25 to 36. Improve-
ments in the child care collection system have created a
The Problem of Black Male Unemployment
Little education means joblessness for young black men... situation in which fathers who are unemployed and unable
to make regular child support payments may have a disin- TheisProblem o f Black
Particularly Male
Acute forUnemployment
Young Men i s
High unemployment rates together with low labor force centive to find a job. If they were to be re-employed, these Particularly Acute for Young M en
participation means that a very high percentage of black fathers would have a substantial portion of their paychecks
Labor Market Indicators, 2006
male drop-outs are not working. The percentage of this directed to child support payments, often leaving them (percent)
group that was either unemployed or not in the labor force below the federal poverty level.
Total Males Males,
reached 72 percent in 2004, up from 65 percent from just
Ages 16-24
four years earlier. The number of less-educated young black (1)
Unemployment Rate
men aged 16 to 24 in the labor force declined from 1.03 Blac k 9.0 9.5 21.8
million in 1979 to 898,000 in 2001. A ll 4.6 4.6 11.2
Difference 4.3 4.9 10.6
Incarceration poses employment barriers for black men... Labor Force Participation Rate (2)

Blac k 64.1 67.0 52.6

A black man with only a high school diploma has a 30 A ll 66.2 73.5 63.3
percent chance of having served time in prison by the time Difference -2.1 -6.5 -10.7
he turns thirty. Without a high school diploma, his likeli- Employment-to-Population Ratio (3)
hood of having been incarcerated jumps to 60 percent. In Blac k 58.4 60.6 41.1
fact, a black male in his late twenties without a high school A ll 63.1 70.1 56.2
diploma is more likely to be in jail than to be working. Difference -4.8 -9.4 -15.1
Source: Bureau of Labor Statistics.
Child support collection creates a disincentive to find (1)
The unemployment rate is the percentage of the labor force that is
work for half of African -American men 25 to 36... unemployed.
(2)
The labor force participation rate is the percentage of the civilian non-
institutional population that is in the labor force.
Less-educated fathers who do not have custody of their (3)
The employment-to-population ratio is the percentage of the civilian non-
institutional population that is employed.
children account for roughly one-quarter of black men

State-by-State 2004 Employment Statistics for Black Men

Unem ploy- Unem ploy- Percent of Unem ploy- Unem ploy- Percent of
m ent Rate m ent Rate Black Males m ent Rate m ent Rate Black Males
All Males Black Males Not Em ployed All Males Black Males Not Em ployed
(1) (1) (2) (1) (1) (2)

National Average 5.6 11.1 37.7 National Average 5.6 11.1 37.7
Alabama 5.3 11.2 44.8 Montana 5.6 2.9 28.5
Alaska 7.9 8.2 25.0 Nebraska 3.7 7.3 27.2
Arizona 5.0 10.7 34.2 Nevada 4.2 6.3 34.0
Arkansas 5.5 13.1 45.5 New Hampshire 4.0 5.3 22.6
California 6.3 11.6 42.7 New Jersey 4.7 9.2 37.3
Colorado 5.7 13.1 31.1 New Mexico 5.4 7.5 40.9
Connecticut 5.1 7.3 34.7 New York 5.9 10.2 42.6
Delaw are 3.9 5.8 33.9 North Carolina 5.1 10.8 40.9
District of Columbia 9.0 15.6 44.9 North Dakota 4.2 1.6 28.6
Florida 4.5 8.2 36.4 Ohio 6.6 15.1 44.5
Georgia 4.6 8.6 33.7 Oklahoma 4.5 9.3 42.2
Haw aii 4.1 2.9 34.7 Oregon 8.0 7.4 34.9
Idaho 5.8 6.4 21.9 Pennsylvania 6.3 16.3 45.4
Illinois 6.0 14.4 47.0 Rhode Island 5.5 10.2 40.7
Indiana 5.2 10.0 42.0 South Carolina 6.7 11.0 38.6
Iow a 4.4 1.4 25.2 South Dakota 3.5 1.6 29.2
Kansas 5.2 12.1 40.7 Tennessee 5.1 12.2 42.8
Kentucky 5.6 13.7 41.9 Texas 6.1 13.3 40.8
Louisiana 6.3 11.7 47.1 Utah 5.2 7.9 22.9
Maine 5.1 2.5 37.1 Vermont 4.0 2.0 33.1
Maryland 3.9 5.8 32.2 Virginia 3.8 7.6 36.8
Massachusetts 5.9 8.3 33.5 Washington 6.2 11.8 37.1
Michigan 7.5 16.4 48.8 West Virginia 5.8 3.9 37.7
Minnesota 5.5 14.0 26.1 Wisconsin 5.6 17.8 45.6
Mississippi 5.6 9.9 45.2 Wyoming 3.4 4.1 25.0
Missouri 5.9 12.4 36.4
So urce: B ureau o f Labo r Statistics.
(1) The unemplo yment rate is the percentage o f the specified labo r fo rce that is (2) The percent o f black males no t emplo yed is the percentage o f the civilian
unemplo yed. no n-institutio nal black male po pulatio n that is no t emplo yed.
 | SPRING 2007 | Diversity Works!
Aflac Corp gives minority
and small business a boost
in the right direction
(NAPSM)—By 2007, minorities will own
half of all American businesses, according
to the U.S. Census Bureau.
Armed with this data, Aflac continues
its diversity commitments by providing
business opportunities and supporting
minority-owned businesses through a
variety of corporate programs.
The Diversity Development Grant pro-
gram assists sales agents in expanding their
recruiting and sales efforts in emerging
markets by encouraging African-Ameri-
cans and Hispanics to start individual sales
operations. This grassroots level of market-
ing strengthens relationships between the
company and the community by providing
grants to sales entrepreneurs who represent
their communities.
Since its inception in 2004, 200 new mi-
nority agents have generated over $1 mil-
lion in annualized premiums. The Co-
lumbus, Ga.-based insurer has also been
an important co-sponsor of the Hispanic
Achievement Award for Business Entrepre-
neurship with Hispanic Magazine. For the
past 12 years, this award has recognized
successful Hispanic Americans for their
professional merits, contributions and dedi-
cation to the development of employees,
community and business.
Aflac understands the increasing popula-
tion of minority entrepreneurs and has in-
creased its spending with minority vendors
to an impressive $30 million. The Supplier
Diversity Program helps minority business
development through education and train-
ing. The company brings top-rated work-
shops to the area to further encourage mi-
nority procurement opportunities.
Aflac recognizes that the small- business
owner wears many hats and is especially
concerned and likely to be hardest hit by
rising health care costs. In May 2006,
Aflac commissioned a study to uncover
their greatest concerns.
Two primary concerns included their
ability to provide affordable health insur-
ance coverage for employees (70 percent)
and attracting and retaining employees,
with nearly two-thirds (63 percent) report-
ing they are apprehensive about their com-
pany’s ability to provide a suitable health
benefits package.
In response, Aflac created a dedicated
web site for small-business owners, aflacsb.
com, that is an online source of informa-
tion for all entrepreneurs to help stream-
line business costs and minimize concerns
by extending the same services enjoyed by
many giant corporations.
Aflac pioneers several mentoring pro-
grams to support minority businesses,
which constitute a third of the nation’s
small-business landscape.
SBA loans:
fact sheet
The Small Business Administration’s
7 (a) Loan Guaranty Program
SBA may guarantee loans to small busi-
nesses that cannot obtain financing on
reasonable terms through normal lending
channels. Specialized loan programs are
available under the 7(a) program.
Some are useful for contract financ-
ing, particularly the CAPLines Program.
Others are the Low Documentation Loan
Program, the SBAExpress Program, the
SBA Loan Prequalification Program, and
the International Trade Loan Program
(discussed below) plus several more.
The SBA can guarantee up to 85 percent
of a loan that is $150,000 or less and 75
percent on loans greater than $150,000.
The maximum size loan that the SBA can
guarantee is $2 million, and the maximum
guaranty that the SBA can provide is $1
million, unless it is international trade
related, in which case the guarantee is
increased to $1.25 million.
Loan repayment depends on the bor-
rower’s ability to repay the loan. Generally
terms are:
· 5 to 10 years for working capital; and
· Generally up to 25 years for fixed assets
such as the purchase or major renovation
of real estate or the purchase of equipment
(not to exceed the life of the equipment).
Both fixed and variable interest rates are
available. The maximum rate is generally
2.25 percent over the lowest prime rate for
a loan with a maturity of less than seven
years and 2.75 percent over prime for a
maturity of seven years or longer.
For loans of $50,000 or less, or the
SBAExpress and Community-Express
programs, the lender’s rate may be
slightly higher.
Collateral must always be adequate to
secure the loan. Personal guarantees are
generally required from all principals own-
ing 20 percent or more of the business.
No loan will be declined for insufficient
collateral alone, as long as all available and
worthwhile collateral (both business and
personal) is pledged as security for the loan.
CAPLines
CAPLines is the 7(a) umbrella program un-
der which the SBA helps small businesses
meet their short-term and cyclical working-
capital needs. SBA can generally guarantee
loans up to $1 million, with a maximum
DIVERSITY WORKS!

interest rate for loans over $50,000 of
prime + 2.25%. Total loan amounts may be
as high as $2 million.
One of the five short-term working-capi-
tal loan programs for small businesses un-
der the CAPLines umbrella is the Contract
Line, which may be used to finance the
direct labor and material costs associated
with performing assignable contracts. The
loan may be revolving or non-revolving.
Due to the flexibility of the Contract Line,
it is appropriate for indefinite delivery,
indefinite quantity and cost reimbursement
contracts as well as fixed price contracts. It
may also be used for private sector contract
financing.
SBAExpress
Under the SBAExpress Program, another
7(a) loan, a limited number of lenders have
SBA delegated authority to streamline loan
approval, and primarily use their own pa-
perwork. Loans may not exceed $250,000,
and may be used for revolving credit or
for a term loan. This program may be an
option for contract financing. It should also
be considered when financing subcontract
requirements. The period of the loan is no
more than 5 years for a revolving line of
credit, up to 10 years for working capital,
and can extend up to 25 years for fixed as-
sets and real estate.
Visit the web site for more info: www.sba.
gov/financing/fr7aloan.html.
Doing the right thing: the importance of
maintaining integrity in the workplace
by Keisha Gaye-Anderson
In light of recent news reports suggest-
ing that pharmaceutical giant Eli Lilly
down-played the side effects of Zyprexa,
their top-selling drug for schizophrenia,
in internal memos to managers and sales
associates, the question of ethics in the
workplace continues to be a concern—with
ramifications that extend beyond embar-
rassing media coverage.
Ask Henry J. Bruen, a former top-level
WorldCom executive who is still suffering
from the stigma of having been an employ-
ee of that firm, now known for the biggest
What’s the difference between an
employee and an independent contractor?
The definition of independent contractor
vs. employee has come under great scrutiny
in recent years because federal and state
governments found that persons treated as
independent contractors didn’t pay their
fair share of taxes.
Thus, government agencies have become
very aggressive in efforts to ensure that all
persons performing labors are categorized
properly. The IRS defines independent
contractors as people such as lawyers,
contractors, subcontractors, public stenog-
raphers, auctioneers, etc., who follow an
independent trade, business, or profession
in which they offer their services to the
general public.
However, determining whether such
people are employees or independent
contractors depends on the facts of each
case. The general rule of thumb is that the
individual is an independent contractor if
you, the employer, have the right to control
or direct the result of the work, but not the
means and methods of accomplishing the
end result.
If you classify an individual as an inde-
pendent contractor and the IRS later rules
that individual to be an employee, you can
be held liable. The resulting penalties could
include:
corporate fraud case in U.S. history.
“Questions of ethical behavior come up
all the time, regardless of your position,” he
says. Bruen, an African-American executive
with more than 25 years of experience, was
among those who testified against ex-
WorldCom chief executive Bernard Ebbers,
who was sentenced to 25 years for his role
in the $11 billion accounting fraud. a visiting professor at the Howard Uni-
But the satisfaction of seeing justice
served does little to remedy how this
scandal has affected Bruen on a personal
and professional level. “Besides the loss of
my savings, it takes a personal toll, both
• back taxes
• penalties and interest on Social Security
• state and federal unemployment negli-
gence
• fraud
• state and federal withholding taxes
To determine independent contractor
classification, ask these questions:
—Is there risk of profit and loss to the
individual contractor?
—Does the individual have the authority
to delegate responsibility?
—Does the individual provide his or her
own work location and the necessary tools,
equipment, and materials?
—Does the individual have unrestricted
control over the work schedule, other than
emotionally and physically. Bruen confesses
that it was most difficult to listen to the
news coverage of fraud at the company that
had employed him. Professionally, he is
also suffering. Bruen is still unable to find
a job.
“Ethical behavior is essential if a business
is to function effectively,” says Frank Ross,
versity School of Business. Ross adds that
more and more business schools, includ-
ing Howard, are incorporating ethics into
business courses at the undergraduate and
graduate levels. And with the passing of
the Sarbanes-Oxley Act in 2002, publicly
traded companies are required to disclose
information about their accounting prac-
tices that would make it difficult to carry
out this level of corruption in the future.
Still, when employees are faced with
unethical situations on a day-to-day basis,
choosing the best course of action can be
difficult. “The truth is, and always has
been, that black employees and businesses
don’t have the luxury of assuming that
penalties will be equally and evenly applied
when companies and industries decide
to crack down on corrupt behavior,” says
Michelle T. Johnson, author of Working
While Black (Chicago Review Press).
There are a few red flags to look out for
when trying to determine if the tasks you
are asked to perform are ethical: If a su-
pervisor or co-worker justifies behavior by
pointing out that everyone else is doing it,
Diversity Works! | SPRING 2007 | 
general discretionary direction?
—Does the individual have control over
when, where, and how the required work is
accomplished?
—Does the individual incur non-reim-
bursed expenses in the completion of tasks?
Is the individual free to provide similar
tasks and services for others outside the
business relationship?
—Is there a written, formal agreement
defining the scope of work, compensation,
conditions, and statement of independent
contractor basis?
Although the above restrictions are not
inclusive and may vary from situation to
situation, they provide a general outline
of IRS tests. Just because a business and
individual agreed to independent contrac-
tor status, that agreement alone doesn’t
necessarily meet IRS requirements.
State requirements defining employees
should be investigated. It’s common for the
question to arise not on the federal level
but on the state level should an individual
apply for unemployment.
Evaluate each case with your financial or
legal counsel. In addition, the IRS Publica-
tion 539, entitled Employment Taxes, will
provide answers to some questions on the
federal level.
be careful. Being pushed to the extreme to
achieve unrealistic goals might be another
clue. And if it simply feels wrong to you, it
probably is.
“When someone asks you to be unethical,
you can say, ‘That’s just not something I
would do,” Bruen suggests. “That’s a hard
line to take, but...if your boss requires you
to [act disreputably], you need to be look-
ing carefully at that, and thinking about
moving out of that chain of command.”
Ross offers the following tips for main-
taining ethics in the workplace:
• Develop a code of ethics and periodi-
cally check to make sure the code is
being followed.
• Establish a hotline where anonymous
complaints can be made and make
sure they are adequately followed-up
• Set the right tone from the beginning;
that you are serious about ethics and
your actions always show the highest
regard for ethical behavior.
• Communicate acceptable and unac-
ceptable business practices at every
opportunity.
10 | SPRING 2007 | Diversity Works!

FREE
ADMISSION &
PARKING
Saturday April 28th
8:00am-12:00pm
Point Loma Nazarene University

Promoting Parent Advocacy for College Bound Students

All parents and students are invited to attend the 5th annual San Diego County
College Expo, a day filled with practical tips and information on how to
support student success and college preparation. Representatives from all
segments of higher education will be on hand to provide expert advice for
parents and students about the college search and preparation process.

 
       
 
       
       

       

       
 
           

       

       
   
      

    

    


          

 
    

 
      

collegeexpo@yahoo.com (619) 849-2518 www.collegeexpo.org


Stereotypes: obstacles
for black workers?
University of Delaware professor’s research
helps explore attitudes of employers
by Eric Ruth
When black Americans apply for jobs, they sometimes
know just what’s coming. They also know what they must
do. Lingering stereotypes of black workers—that they
aren’t as hardworking, or as smart, or as punctual as white
workers—are still forcing many to fight those perceptions
throughout their careers, academic researchers contend in
several recent studies.
Day after day, job after job, black workers are tailoring
their behavior to counter employer’s presumptions and
debunk society’s stereotypes. For some, that means never
being late—even though some white workers get away
with it, said Maggie Ussery, a University of Delaware (UD)
professor who recently studied blue-collar black workers
in Philadelphia. For others, it can mean meeting stringent
pre-employment criteria—even though white workers
weren’t vetted as strictly.
For still others, it doesn’t matter how much they try to
counter preconceptions—just having a “black-sounding”
name can be enough to doom some job applicants, a study
by the Massachusetts Institute of Technology and the Uni-
versity of Chicago found.
Yet researchers must be careful about ascribing racism or
bias to attitudes that may well be rooted in other factors
such as age or experience, said David Wilson, an assistant
professor of political science at UD. Even black employers
sometimes look askance at applicants who arrive in full
hip-hop attire, from baggy pants to oversize shirts.
The stereotypes about black Americans are rooted far in
our past, but echo in contemporary society.
The 2002 General Social Survey found that 71 percent of
the people polled considered whites to be hardworking—
just 37 percent thought the same about blacks. About two
in three people believe whites to be “well-educated.” Just a
little over one in three believe the same about blacks.
Those perceptions play out in reality every day, experts
say. A 2005 Princeton University study of 1,500 employ-
ers in New York City found that young white high school
graduates were twice as likely to receive positive responses
from New York employers as equally qualified black job
seekers. A criminal record cut the rate of positive responses
by 35 percent for white applicants—and 57 percent for
black applicants.
Employer perceptions vary with geography. “They think
inner-city workers can’t do math,” Ussery said.
Some employers even take into account skin tone when
judging applicants, according to a 2006 University of
Georgia study that found dark-skinned blacks “face a
distinct disadvantage” when applying for jobs, even if they
have résumés superior to lighter-skinned black applicants.
“We found that a light-skinned black male can have only
a bachelor’s degree and typical work experience and still
be preferred over a dark-skinned black male with an MBA
Diversity Works! | SPRING 2007 |11
and past managerial positions, simply because expectations
of the light-skinned black male are much higher, and he
doesn’t appear as ‘menacing’ as the darker-skinned male
applicant,” University of Georgia doctoral student Mat-
thew Harrison said in the study.
Those who do succeed at finding work often use what
researchers call “signaling”—modifying behavior in a way
that pointedly contradicts the stereotypes, Ussery said. In
essence, they work harder to make sure they are perceived
as anything but the stereotypical black worker.
“It’s not just the act [of signaling], but what is the moti-
vation,” said Nyasha Grayman, professor in UD’s Depart-
ment of Individual and Family Studies. “If the motivation
is to debunk the stereotype, then that’s about signaling.”
Others work to show they are “suitable” by accommodat-
ing employers’ biases—like the retail worker who knew it
was her role to act as a “buffer” between her white boss and
black customers.
“He really doesn’t want to wait on them,” Ussery said
Monday at a UD brown bag seminar sponsored by the
Black American Studies Department. “She’s a suitable
black worker for him. She’s a good black worker.”
In the end, not all succeed in overcoming the percep-
tions, ultimately keeping many stuck in low-paying jobs
with few alternatives, researchers say. And not all black
workers are willing to employ “signaling.”
“The young people are probably less willing to signal,”
said James Jones, director of the UD Black American Stud-
ies Department.
Sometimes, even signaling cannot change things. In
the MIT-University of Chicago study, resumes were sent
to employers who had help-wanted ads in Chicago and
Boston. Some applicants were given “white” names, such
as Greg; others were given “black-sounding” names, such
as Tyrone.
The resumes with “white” names got 50 percent more
callbacks, and well-qualified black applicants drew no
more calls than average black applicants. Even the lower-
skilled white applicants got more callbacks than the highly
skilled blacks.
12 | SPRING 2007 | Diversity Works!

Thursday, April 26, 2007 • 10 a.m. to 4 p.m.

202 C Street, San Diego (Golden Hall, San Diego Concourse)
Diversity Works! is the Urban League of San Diego Career Fair Expo and special supplement for the
County’s program that takes a practical approach to sixth consecutive year.
developing a more diverse workplace. When your Be part of San Diego’s largest career fair.
business has a booth at The San Diego Union-Tribune/ Demonstrate that Diversity Works! for everyone.
Urban League Career Fair Expo – 2007, you’re doing much For corporate sponsorship opportunities and
more than basic recruitment. The presence of your booth information, please call Barbara Webb at the
business shows support for diversity in the workplace, Urban League of San Diego County, (619) 266-6232;
demonstrates good will and directly supports the worthy Callie Clayton at (858) 513-7077; or for additional
objectives of the Urban League of San Diego County advertising opportunities, please call Daryl Brady at
and the community at large. The San Diego Union-Tribune The San Diego Union-Tribune, (619) 293-2824.
is proud to be the presenting sponsor of this special
It's the largest career fair in San Diego with over 6,000 attendees.
Booth rentals cost hundreds less than at other fairs.

CS2007029
 Diversity Works! | SPRING 2007 | 13

Business & Employer Diversity Works!

Rankings Employer Partners
The employers below have made an extra
committment to hiring diverse jobseekers by investing in
When job hunting, target the best employers The Urban League of San Diego County. You can learn
and the top companies according to these invalu- more about them by visiting: www.ulsdcjobs.net
able online surveys. Of course, this couldn’t pos- that have a U.S. or Alberta, Canada, disclosure document,
sibly be a comprehensive list of every survey out and only those whose information Entrepreneur verified
from the disclosure documents, are eligible to be ranked-
there. Always keep an eye out for other updated giving us the top 500 franchises. Search by keyword or
AIG
lists from up and coming sources and specialty American Airlines
state/region or browse by business category. Bank of America
business magazines. Cardinal Health
Citibank
THE INC. 500 CIC Research
The Main Lists The top 500 “small businesses” according to Inc. Magazine. Cost Plus World Markets
Also includes a benchmarking form so you can see how Cox Communications
your business ranks against these. The current list is Cubic Corporation
Curtis Moring Insurance Agency, Inc.
FORTUNE available online, along with a searchable database of all Inc
Enterprise Rent-A-Car
The Fortune 500 from Fortune Magazine is the venerable 500 winners for the past 8 or 10 years. The new list is issued Federal Bureau of Investigations
leader of all such lists and a must for all serious job seekers. each November. Genentech Inc.
Go online and browse the list by company, CEO, or Hawthorne Machinery
industry. The list is issued each year in April. Under the Keith Goosby Inspirations & Motivations
main 500 you’ll find mini-listings for the best employers, NASDAQ 100 Kaiser Permanente
the diversity leaders, and a list entitled Women CEOs. See online FlashQuotes for their top 100 trading stocks, Kyocera
which may give indicators to a top performing company to Lockheed-Martin, Maritime Systems & Sensors
take note of. Note that this list is presented in alphabetical Loews Coronado Bay Resort & SPA
Manpower of San Diego
FORTUNE’S Global 500 order, not by ranking.
National University
A ranking of the largest companies in the world, browse Neighborhood National Bank
the online list by company name, CEO, or industry. NorLab Business Solutions
POST 200 from the Washington Post North Island Financial Credit Union
The Post 200 starts with a list of the 125 largest public San Diego Padres
FORBES companies with headquarters in Washington and its Qualcomm
Forbes requires readers to register to read some articles on suburbs. Completing the 200 are the 20 largest financial Science Application International Corp. (SAIC)
their web site. It’s free, fast, you don’t have to give them institutions with headquarters in the region, the 15 largest Scripps Research Institute
your name, and you only get their e-newsletters if you private companies with headquarters in the area and the SDSU Research Foundation
San Diego Business Journal
decide to check the boxes (the default is you don’t get any 20 largest public companies in Maryland and Virginia,
San Diego Gas & Eletric
of them.) respectively, with headquarters outside the Washington San Diego Monitor News
area. The list is issued annually in April, and past rankings San Diego National Bank
are also available so you can track a company’s progress (or San Diego County Sheriff’s Department
THE FORBES’ Lists decline...or disappearance). SeaWorld San Diego
Go online to see a variety of lists which updates each Sempra Utilities
year. For employer rankings compiled according to size of Solar Turbines
company filters, this includes: TOP 100 U.S. FOUNDATIONS Sony Corporation
The Top 100 U.S. grant making foundations ranked by Southern California Edison
Starbucks Coffee Company
200 Best Small Companies value of assets, based on current data in the Foundation
Sycuan Casino
400 Best Big Companies Center’s database. There are other ranking lists available The Hartford
Forbes’ 500s accessible from the home page, including top corporate The San Diego Union Tribune
Forbes International 500 grant makers and largest community foundations. Updated The Pacific Institute
Global 2000 as new audited financial information becomes available. Timmis J Moore
Largest Private Companies. UCSD
Union Bank of California
Union Tribune
United Way of San Diego
Other Lists UPS
Viejas Casino
Wal-Mart Stores, Inc.
BRANHAM GROUP’ Branham 300 Wells Fargo Bank
Each year, the Branham Group ranks the top 300 Canadian Washington Mutual Bank
Information Technology (IT) companies. The rankings are
divided into 8 categories, including the 100 Top Software
Companies, 100 Top IT Professional Services, 25 Top IT For additional details on becoming a
Multinationals in Canada, 25 Up and Coming Technology Diversity Works! Employer Partner,
Firms, 20 Top Wireless Technology Companies, 10 Top please turn to page 18 for more infor-
Internet Service Providers, 10 Top Application Service mation and company profiles.
Providers, and 10 Top Telecom Wireless Service Providers.
Click on the company’s name for very short profile. Neat
Join today and help us reap the
feature - they watch these companies during the year and benefits of a strong workforce.
update the list as needed. Call 619-266-6244
or email us at
diversityworks@sdul.org
ENTREPRENEUR.COM’S Franchise 500
You’ll find the annual ranking of the best franchising
opportunities in the world. They do an extensive
background check on these too. “Only franchise companies
that submitted full Uniform Franchise Offering Circulars
(UFOCs) disclosure documents were eligible to receive a
listing in the magazine. In addition, only those companies
14 | SPRING 2007 | Diversity Works!
25 Great places from on Page 1
Great places
to work for
black women
woman in the company, sits on its exclusive
operating and management committees.
Citigroup also has 15 other black women
among its senior management ranks.
Other pluses: Even the CEO shares in the
mentoring program, and two black women
are among his mentees. It’s no wonder the
National Urban League nominated the
multi-billion dollar financial services house
for our list.
3. The Coca-Cola Co., Atlanta
What makes it great: One way the soft
drink giant levels the playing field for Afri-
can-Americans is by creating partnerships
with groups like the National Black MBA
Association in its search for capable and
experienced employees.
Other pluses: Coca-Cola’s commitment to
minority suppliers includes mentoring and
developing minority and women-owned
businesses.
4. Colgate-Palmolive Co., New York
What makes it great: It’s inspiring to see
women such as Marsha E. Butler, D.D.S.,
senior executive and vice-president of
global oral health and professional rela-
tions, in the corporate office. She and
Colgate-Palmolive work with the National
Dental Association to improve oral health
in our communities.
Other pluses: Colgate-Palmolive effectively
gives support to its black female employees
through a networking group called the
Black Action Committee.
5. Comcast, Philadelphia
What makes it great: Black women are
represented throughout the company, start-
ing with Charrisse Lillie, vice-president,
human resources, and senior vice-president,
Comcast Cable. And people of color make
up 40 percent of the staff at this cable
giant, thanks to recruiting efforts with or-
ganizations like the National Association of
Minorities in Communications and its five-
year commitment to provide summer and
then permanent jobs to inner-city youth
through the Emma L. Bowen Foundation.
Other pluses: Comcast University has train-
ing centers across the country, offering
courses for potential supervisors taught by
senior staffers.
6. Federated Dept. Stores, Cincinnati
What makes it great: Black women repre-
sent 16.3 percent of Federated’s workforce
at all levels. The retail giant also supports
leadership development and has worked
with organizations such as the National
Council of Negro Women and Spelman
College.
Other pluses: In 1970, Federated helped cre-
ate the Black Retail Action Group. Today
this organization continues to introduce
students to careers in retailing through
internships, educational experiences and
“shadow days” specifically at Federated
stores.
7. Genentech, Inc., San Francisco
What makes it great: This biotechnology
company has incorporated cultural values
into its mission statement and created a
Diversity in Action (DNA) 3-Point plan
to recruit diverse talent and sponsor the
Genentech Scholars program. This pro-
gram offers scholarships and internships
to diverse California-based students who
are interested in the biotech industry. This
year Genentech Scholars plans to award
ten scholarships for $5,000 each at the
high school level, ten for $7,500 each at
the community college and undergraduate
levels and two $10,000 scholarships at the
graduate level in the field of science.
Other pluses: Convenient perks like an on-
site hair salon, a dentist, dry cleaning ser-
vices and massages. In 2005 it sponsored a
$5.5 million, four-year research effort with
the Baylor College of Medicine in Houston
to investigate how to get African-Ameri-
cans and other minorities to participate
in clinical trials for new drugs that could
potentially alleviate illnesses affecting our
people.
8. General Electric Co., Fairfield, CT
What makes it great: Flex appeal. This
company has an array of flexible work
options, including job sharing and com-
pressed work weeks, that are actually being
used by about half of the employees.
Other pluses: Lots of opportunities for net-
working and mentoring via GE’s African-
American Forum and Women’s Network.
GE is also a sponsor of Leadership Delta,
a joint program between GE and Delta
Sigma Theta sorority that’s designed to
coach, mentor and develop young African-
American women.
9. Hewlett-Packard, Palo Alto, CA
What makes it great: Upward mobil-
ity. This technology giant has four black
women as vice-presidents. “The presence
of women of color is significantly different
here from most companies I have worked
with,” says one of our expert nominators.
Other pluses: Consistent community out-
reach. For example, in the San Francisco
Bay area, the company has a tradition
of participating in an African-American
students day program, which brings in high
school kids to learn about new technology
and future job opportunities.
10. IBM, Armonk, NY
What makes it great: Black executives have
increased 121 percent at this computer gi-
ant since 1995. Four members of its world-
wide management council and 14 members
of the senior leadership team are black.
Other pluses: Great opportunities to grow.
Black Executive Forums, with the theme
“Reach Back and Pull Through,” work to
make sure IBM has a healthy pipeline of
African-Americans to move up the ranks.
The company also offers up to three years
of personal leave and up to five years of un-
paid leave to complete a bachelor’s degree
full-time. And it provides 100 percent tu-
ition reimbursement for approved courses.
11. Johnson & Johnson, New Bruns-
wick, NJ
What makes it great: “I can tell you with-
out hesitation that the company is doing
some of the most significant work out there
with regards to advancing the interests
of African-American women,” says Joe
Watson. A management consultant and
author of Without Excuses: Unleash the
Power of Diversity to Build Your Business
(St. Martin’s Press), Watson nominated the
consumer products giant.
Other pluses: Black women in high places.
Ann Dibble Jordan has served on the
company’s board of directors since 1981;
Kaye Foster-Cheek, a corporate vice-presi-
dent, sits on the exclusive 11-member ex-
ecutive committee; and superstar executive
Bridgette Heller heads the baby, kids and
wound care division.
12. Kraft Foods, Northfield, IL
What makes it great: In 2005 Kraft gave
grants to 18 organizations specifically
serving our communities and forged a
new partnership with the Black Women’s
Health Imperative to address the health
and nutrition needs of black women. The
company has both formal and informal
mentoring programs, so there’s a lot to
inspire black women.
Other pluses: There are affinity groups for us
companywide, including African-Ameri-
cans in Operations, the Black Sales Coun-
cil and the Kraft Foods African-American
Council.
13. Marriott Intl., Washington, DC
What makes it great: The next time you
decide to stay at a Marriott, Ritz-Carlton
or Renaissance hotel, sleep well knowing
that 60 percent of Marriott International’s
associates are minorities and 54 percent are
women, while 27 percent of management
are minorities and 48 percent are women.
Eighteen years ago, this was one of the first
lodging companies to establish a diversity
program, and since then it has been pre-
sented with the Champion Award by the
National Association of Black Hotel Own-
ers, Operators and Developers, a group that
was organized to increase the number of
properties owned and operated by African-
Americans.
Other pluses: Since 2005 Marriott has
looked for talented up-and-comers within
the company to attend its Women of Color
Multicultural Town Hall and discuss is-
sues related to gender and diversity in the
workplace.
14. McDonald’s Corp., Oak Brook, IL
What makes it great: With programs like
the Black Career Development seminars at
Hamburger University, it touts more train-
ing for women and minorities than most
other firms.
Other pluses: More than 25 percent of com-
pany officers and 40 percent of owner/op-
erators in the United States are minorities.
15. Merrill Lynch, New York
What makes it great: “Merrill has a grow-
ing and commendable record of developing
African-American women,” says Joann Ste-
vens of The Executive Leadership Council,
which nominated the brokerage giant. Mer-
rill also allows for individuality. “We see

women wearing hairstyles from buzz cuts
to twists and braids, and business attire
with ethnic accents,” Stevens says.
Other pluses: Two black males and one
black female on its board of directors keep
an eye on our interests; there’s also gener-
ous financial support to groups such as the
National Council of Negro Women, on-site
child care in one location, and “schools
out” camps at larger offices.
16. Morgan Stanley, New York
What makes it great: Morgan Stanley has
established itself as a global heavyweight in
the financial services business, using its rep-
utation to sponsor and participate in more
than 50 events to recruit people of color
including the Columbia Black Business
Student Association Conference and the
Harvard African-American Student Union
Career Conference.
Other pluses: The student, wife, mother, cor-
porate-climber types can take advantage of
perks like free college admissions counsel-
ing, on-site Lamaze classes and designated
lactation rooms for new mothers.
17. MTV Networks, New York
What makes it great: MTV has created an
internal advisory team to advance diver-
sity, multiculturalism and inclusion. The
company’s first executive vice-president of
global inclusion strategy, Marva Smalls,
and the MTVN Diversity Council help
the advisory team develop strategies to
advance diversity. With African-Americans
like Christina Norman, president of MTV
Networks, and Smalls on board, things are
changing for black women here.
Other pluses: A Diversity 101 orientation
program introduces new hires to MTV’s
diversity values and how the entertain-
ment company wants them reflected in the
workplace.
18. Nike, Beaverton, OR
What makes it great: The sporting goods
manufacturer initiated the Global Diversity
Executive Council and the Global Women’s
Leadership Council. To create a workable
plan execs went straight to the employees.
A survey revealed that Nike staffers joined
the company because of opportunities for
personal development and advancement.
“Having African-Americans in meaningful
positions can be a good first step toward
making things happen,” says Boyce Wat-
kins, assistant finance professor at Syracuse
University.
Other pluses: The company’s lush 178-acre
campus where employees have fields, trails
and gyms at their disposal to stay active
and healthy.
19. PepsiCo, Purchase, NY
What makes it great: PepsiCo receives
praise as one of the top places for women
and minorities to work. The company has a
serious plan: hiring executives solely dedi-
cated to managing diversity in its operating
divisions; setting recruitment and retention
goals to be met each year; and establishing
an external board to advise senior man-
agement on ways to make PepsiCo more
inclusive of employees of color.
Other pluses: It has also partnered with Afri-
can-American and women-owned suppli-
ers, supporting businesses owned by Black
women.
20. Proctor & Gamble, Cincinnati
What makes it great: black females are in
key positions and have a voice. “A number
of high-ranking black female managers
were instrumental in making sure bud-
gets were increased for African-American
marketing,” says Pepper Miller, president
of the Hunter-Miller Group, a black-owned
strategic market research, planning and
consulting firm specializing in urban con-
sumers, who nominated P & G.
Other pluses: The Black Women Manag-
ers Network provides a forum to connect,
build relationships, and learn critical
careers skills from others. The company
also has family friendly programs and perks
such as flexible work schedules and on-site
child-care centers at three locations.
21. Prudential Financial, Newark, NJ
What makes it great: “Prudential has a
strong track record of promoting African
American women and placing then in key
leadership positions and working with
black-female–owned companies,” says
Linda Spradley Dunn, president and chief
executive officer of Idamar Marketing and
Communications, who nominated Pruden-
tial for this list.
Other pluses: Women account for 54.4
percent of existing employees and 52.3
percent of new hires. Flexible schedules and
free counseling sessions with a life coach
makes this an extremely “female friendly”
company.
22. Starbucks Coffee Co., Seattle
What makes it great: In a word, growth.
Last year Starbucks launched a pilot
program connecting black female directors
with members of the executive leadership
team for a year long mentorship. Black
women also are in key leadership positions,
with an executive vice-president and a se-
nior vice-president who both report directly
to the CEO. Mellody Hobson, president
of Ariel Capital Management, LLC, one of
the largest African-American owned money
management firms, serves on its board of
directors.
Other pluses: Its magic touch. Starbucks
has partnered with Magic Johnson’s Urban
Coffee Opportunities to bring java and jobs
to inner-city areas including Los Angeles,
New York, Chicago, Detroit, Atlanta, San
Diego, Washington, D.C., and Charlotte,
North Carolina. It currently has 107 stores
across the country where black women can
Diversity Works! | SPRING 2007 | 15
take advantage of its great benefits and op-
portunities to network and move up.
23. Time Warner, New York
What makes it great: This media giant
(and Essence’s parent company) has made
great strides in supplier diversity and hiring
people of color. Across the company, hiring
at the director and manager levels increased
to 28 percent in 2005 from 20 percent
in 2003. Meanwhile, high-profile divi-
sions like HBO have several black women
in executive positions: Olivia Smashum,
executive vice-president for affiliate mar-
keting; Dolores Morris, vice-president of
HBO family development, production and
acquisitions; and Sam Martin, vice-presi-
dent of HBO Films.
Other pluses: Debra Langford, Time
Warner’s executive director of strategic
sourcing and talent management, brings
top tier recruits of color to all senior posi-
tions within the company.
24. Wachovia Corp., Charlotte, NC
What makes it great: When it comes to
recruiting and promoting African-Ameri-
can women at more senior levels, Wachovia
certainly has a great reputation, having re-
cently promoted two black women to Tier
2 leader positions: Donna Harris, head of
the legal division, and Gloria Chance, head
of e-commerce and all internet and online
banking businesses. “We benefit from the
experience and perspective African-Ameri-
can women can bring to our company and
to our customers,” says Chief Executive
Officer Ken Thompson.
Other pluses: Its community involvement.
Contributions to our interests last year
included $2 million to the United Ne-
gro College Fund and $1 million to the
Hurricane Katrina Fund, which supports
the rebuilding of HBCUs affected by the
hurricane.
25. Wells Fargo Bank, San Francisco
What makes it great: Black women are
getting paid! At least 4.3 percent of the top
10 percent of women ranked by pay are Af-
rican-American, and several black women
are among the highest-paid managers in
the company. In addition to supporting our
women in the field, this financial services
firm supports more than 500 organizations
serving our community, including the Na-
tional Coalition of 100 Black Women and
the National Association of Negro Business
and Professional Women’s Clubs.
Other pluses: Leadership building efforts
from within. Partnering with universities,
Wells Fargo offers the Diverse Leaders
Seminar for African-Americans where ris-
ing stars can learn leadership development
strategies, and how to network. Participant
retention was over 97 percent since 2005.
— Additional reporting by Ashley Battle
and Wendy L. Wilson
16 | SPRING 2007 | Diversity Works!

Fabiola D. Gaines, R.D., L.D.

Roniece Weaver, M.S., R.D., L.D.
hile giving a nutrition
lecture in their Greater
Orlando, Florida, community, the
W use it; so our pyramid has pictures
of collard greens, kale, corn and
chitterlings,” said Weaver. “People
Ellareetha T. Carson, R.D., L.D. three founders of Hebni Nutri- can look at it and say, ‘Yes, I
Founders, Hebni Nutrition Consultants, Inc.
Fabiola D. Gaines, R.D., L.D. tion Consultants (HNC) found
themselves stumped by a question
do eat that, but I didn’t know I
couldn’t eat that every day.’”
Roniece Weaver, M.S., R.D., L.D.
Pictured left to right: Ellareetha Carson, from the audience. Ellareetha Carson, HNC’s com-
Ellareetha T. Carson, R.D., L.D.
Fabiola Gaines, Roniece Weaver “Where do chitterlings fall on
the food pyramid?” a man asked,
munity nutrition educator and
secretary, said one of the main
Founders, Hebni Nutrition Consultants, Inc. referring to boiled and highly goals of the Soul Food Pyramid
Pictured left to right: Ellareetha Carson, seasoned pig intestines, a popular is to make people aware of what
Fabiola Gaines, Roniece Weaver Residences: Lake Mary, Windermere and Casselberry, Florida (respectively)
dish in African-American com- they’re eating. “People would
munities. “We looked at each tell me they ate fresh pork neck
While giving a nutrition lecture in their “People have to feel as if they have ownership
other and said, ‘Good question!’”
Greater Orlando, Florida, community,
bones and rice for dinner, which
over the pyramid to use it; so our pyramid
saidtheFabiola Gaines,
three founders president
of Hebni Nutrition of ishasessentially a lotgreens,
pictures of collard of grease onand
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HNC, a non-profit
Consultants (HNC) found agency
themselves that pile of rice,”
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can look
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educates high-risk, culturally asknow
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I couldn’t eat that feet day.’”
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tion strategies designed to prevent
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people that these foods are not
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pyramid does not address many

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neck bones and torice
Gaines,
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decided to create the Soul Food
diet-related diseases. “We realized the USDA
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and pig tails are 95 percent fat. We teach
Pyramid,
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not meat and to
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food pyramid that is tailored to the African
American diet. The guide shows where
“I’m going to tell them
traditional foods – it’s about rethinking
favorite recipes. “I am not going to tell
how to
foods, fall within
traditional theorfood
ethnic foods, “soul”groups.
foods, make collard
my African American greens
clientsmore
to stop health-
eating
“Soul food the
fall within getsfooda groups.
bad rap, but ful.”
collardHNC’s
greens and Soul Foodasparagus,”
start eating Pyramid
she said. “I’m going to tell them how to
it has many good nutrition
“Soul food gets a bad rap, but it has many
currently is in its third edition.
make collard greens more healthful.”
qualities,”
good nutritionsaidqualities,”
Roniece said Weaver,
Roniece Weaver, It has been embraced by the
HNC’sHNC’s executive director.
executive director. “It’s
“It’s filled with the American
HNC’s Soul Food Dietetic
Pyramid Association
currently is in its
whole grains, fiber and vitamins that come third edition. It has been embraced by the
filled
fromwith
yams,the whole
greens grains, It’s
and vegetables. fiber
the asAmerican
well asDietetic
the American
Association as Diabetes
well as the
andway vitamins
we buy it,that the waycome
we cook from it, the way Association,
American Diabetes forAssociation,
which Gaines for which

yams, greens and vegetables. It’s

we prepare it and the amount we eat that’s
the problem.”
and Weaver have coauthored four
Gaines and Weaver have coauthored four
healthful soul food cookbooks.
the way we buy it, the way we healthful soul food cookbooks.
cookTheit,Soulthe Foodway we uses
Pyramid prepare it
food photography “Soul food
“Soul food is part
is part of ourof our tradition,
tradition, our
to easily convey what is included in each food makeup and our lifestyle; and it’s not going
andgroup.
the amount we eat that’s the
It also includes tips on how to judge
our makeup and our lifestyle; and
to go away,” Weaver said. “It just needed
problem.”
portion size using your hands (for example, it’s not going to go away,” Weaver
a face-lift.”
“People
one cup haveis the to
sizefeel asfist);
of your if they
and it have
dissects said.
the parts of a nutrition label to explain how
ownership
the informationoverapplies
the pyramid
to your dailyto diet. “It just needed a face-lift.”

March “Soul food is part of our tradition, our makeup and our lifestyle;

2007 National Nutrition Month and it’s not going to go away. It just needed a face-lift.”
– Roniece Weaver

SUNDAY MONDAY TUESDAY WEDNESDAY THURSDAY FRIDAY SATURDAY

1 2
1914: Ralph W. Ellison, author and 1867: Congress enacts charter to establish
educator, born. Howard University.
2006: Prominent blues bass guitarist
Willie Kent dies.
3
1865: Freedmen’s Bureau established by
federal government to aid newly freed slaves.

4 5 6 7 8 9 10
1965: Bill Russell of the Boston Celtics 1770: Crispus Attucks becomes one of the 1857: Supreme Court issues Dred Scott decision. 1965: Supreme Court upholds key provisions 1977: Henry L. Marsh III becomes first African 1841: Amistad mutineers freed by 1869: Robert Tanner Freeman becomes
honored as NBA’s most valuable player first casualties of the American Revolution. of the Voting Rights Act of 1965. American elected mayor of Richmond, Virginia. Supreme Court. first black to receive a degree in dentistry.
for fourth time in five years. 1965: Photographer-filmmaker Gordon Parks, 1913: Harriet Tubman, abolitionist and
who captured the struggles and triumphs of Civil War nurse, dies.
black America, dies.

11
Daylight Saving Time Begins
1959: Lorraine Hansberry’s A Raisin in the Sun
opens at Barrymore Theater, New York; the first
play by a black woman to premiere on Broadway.
12
1932: Andrew Young, former U.N. ambassador
and former mayor of Atlanta, born.
13
1773: Jean Baptiste Pointe Du Sable, black
pioneer and explorer, founded Chicago.
14 15 16 17
1956: Montgomery, Alabama, bus 1947: John Lee, first black commissioned 1827: Freedom’s Journal, the first U.S. black St. Patrick’s Day
boycott ends when municipal bus service officer in the U.S. Navy, assigned to duty. newspaper, is founded. 1885: William F. Cosgrove patents automatic
is desegregated. 1846: Rebecca Cole, second black female stop plug for gas and oil pipes.
physician in the U.S., born. 1890: Charles B. Brooks patents street sweeper.

18 19 20 21 22 23 24
1822: The Phoenix Society, a literary and 1971: The Rev. Leon Sullivan elected to board 1883: Jan E. Matzeliger patents 1965: Rev. Dr. Martin Luther King Jr. leads 1898: J.W. Smith patents lawn sprinkler. 1873: Slavery abolished in Puerto Rico. 1907: Nurse and aviator Janet Harmon Bragg
educational group, founded by blacks of directors of General Motors. shoemaking machine. march from Selma to Montgomery, Alabama, born.
in New York City. for voting rights.

25 26 27 28 29 30 31
1931: Ida B. Wells-Barnett, journalist, 1872: Thomas J. Martin patents fire extinguisher. 1924: Jazz singer Sarah Vaughan, 1870: Jonathan S. Wright becomes first black 1918: Pearl Bailey, singer and actor, born. 1870: Fifteenth Amendment ratified, 1988: Toni Morrison wins Pulitzer Prize
anti-lynching activist and founding “The Divine One,” born. state supreme court justice in South Carolina. guaranteeing voting rights to blacks. for Beloved.
member of the NAACP, dies.

Robert Ferguson, M.S., C.N.Residence: Ventura, California
Author, wellness and weight-loss expert, and
physical conditioning specialist
Residence: Ventura, California
When it comes to four-letter words, there is
clearly one that Robert Ferguson believes
is taboo — DIET.
“Diets don’t work. Healthful living and
lifestyle changes work,” said the author of
Conquering the Munchie Monster. “What
so many look for is a quick fix; but at the
end of the day, they are less than successful
because they don’t believe they can be
successful.”
Ferguson, who owns the company Diet Free
Life, has been helping people achieve weight
loss through healthful living since 1998. A
former U.S. Marine, he works with both the
general population and celebrities. He also is
a physical conditioning and nutrition specialist
for professional boxers on Showtime®, HBO®,
ESPN® and DreamWorks’ “The Contender.”
One of Ferguson’s goals is to bridge the
gap within the African American community
between knowing what is healthful and
practicing what is known. He conducts
free live cooking demonstrations and fitness
programs, and delivers motivational speeches
in urban areas across the country.
Ferguson teaches people how to make
their favorite recipes more healthful, and he
shows his clients how to incorporate good
health into their existing lifestyles with diet
and fitness plans customized to meet each
person’s needs.
April
2007
SUNDAY
1 2
Palm Sunday
1950: Blood research pioneer
Charles R. Drew dies.
1989: Bill White elected president
of the National Baseball League.
8 9
Easter
1974: Atlanta Braves slugger Hank Aaron hits
715th career home run, surpassing Babe Ruth
as the game’s all-time home-run leader.
15
1964: Sidney Poitier becomes first black
to win Academy Award for Best Actor
for Lilies of the Field.
22
1922: Jazz bassist and composer
Charles Mingus born.
29
1899: Edward Kennedy “Duke” Ellington,
jazz musician and composer, born.
Diversity Works! | SPRING 2007 | 17
Robert Ferguson, M.S., C.N.
Author, wellness and weight-loss expert, and
physical conditioning specialist
W hen it comes to four-letter words, there is clearly one that Robert Ferguson
believes is taboo — DIET.
“Diets don’t work. Healthful living and lifestyle changes work,” said the author of
“There is a misconception that healthful
living is boring, bland and difficult to maintain. Conquering the Munchie Monster. “What so many look for is a quick fix; but at the
But it really can be enjoyable, fun and easy,” end of the day, they are less than successful because they don’t believe they can be suc-
he said.
cessful.”
“Many people who want to be healthy feel Ferguson, who owns the company Diet Free Life, has been helping people achieve
like they have to walk away from their weight loss through healthful living since 1998. A former U.S. Marine, he works with
cultural identities,” he added. “They have an
all-or-nothing mindset: either eat bland and both the general population and celebrities. He also is a physical conditioning and
boring – steamed broccoli and salmon – or nutrition specialist for professional boxers on Showtime®, HBO®, ESPN® and Dream-
go back to eating fried chicken every day.”
Works’ “The Contender.”
Friends and family often are the biggest One of Ferguson’s goals is to bridge the gap within the African American community
stumbling blocks to living a healthful between knowing what is healthful and practicing what is known. He conducts free
lifestyle. “There’s an internal battle between
being healthy and being accepted,” Ferguson
live cooking demonstrations and fitness programs, and delivers motivational speeches
said. “People are always thinking about what in urban areas across the country. Ferguson teaches people how to make their favorite
they’ll lose by upgrading their lifestyle with recipes more healthful, and he shows his clients how to incorporate good health into
nutrition and fitness. When people start to
eat healthfully, and all their friends and their existing lifestyles with diet and fitness plans customized to meet each person’s
family continue to eat unhealthfully, they needs.
feel like they stand out.”
“There is a misconception that healthful living is boring, bland and difficult to main-
But Ferguson believes that when healthful tain. But it really can be enjoyable, fun and easy,” he said. “Many people who want to
efforts are viewed as a lifestyle change rather be healthy feel like they have to walk away from their cultural identities,” he added.
than as a diet, individuals will become
self-reliant and empowered – and therefore
“They have an all-or-nothing mindset: either eat bland and boring – steamed broccoli
experience long-term success. They also will and salmon – or go back to eating fried chicken every day.”
set positive examples for those closest to them. Friends and family often are the biggest stumbling blocks to living a healthful life-
“I want to open eyes and minds to show that
style. “There’s an internal battle between being healthy and being accepted,” Ferguson
life can be lived and experienced differently said. “People are always thinking about what they’ll lose by upgrading their lifestyle
without the word DIET,” Ferguson said.
with nutrition and fitness.
When people start to eat healthfully, and all their friends and family continue to eat
unhealthfully, they feel like they stand out.” But Ferguson believes that when health-
ful efforts are viewed as a lifestyle change rather than as a diet, individuals will become
self-reliant and empowered – and therefore experience long-term success. They also will
set positive examples for those closest to them.
“I want to open eyes and minds to show that life can be lived and experienced differ-
ently without the word DIET,” Ferguson said.
“There is a misconception that healthful living is boring,
bland and difficult to maintain. But it really can be enjoyable,
fun and easy.”
– Robert Ferguson
MONDAY TUESDAY WEDNESDAY THURSDAY FRIDAY SATURDAY
3 4 5 6 7
Passover Begins (sundown) 1826: Poet-orator James Madison Bell, author 1968: Rev. Dr. Martin Luther King Jr. 1951: Washington, D.C., Municipal Court of Good Friday 1915: Jazz and blues legend Billie Holiday born.
1984: Georgetown coach John Thompson of the Emancipation Day poem “The Day assassinated in Memphis, Tennessee. Appeals outlaws segregation in restaurants. 1909: Matthew A. Henson reaches North 1959: Lorraine Hansberry becomes first black
becomes first African American coach to and the War,” born. Pole, 45 minutes before Robert E. Peary. playwright to win New York Drama Critics
win the NCAA basketball tournament. 1990: Sarah Vaughan, jazz singer known Award (for A Raisin in the Sun).
as “The Divine One,” dies.
10 11 12 13 14
1898: Paul Robeson, actor, singer, activist, born. 1943: Arthur Ashe, first black to win the U.S. 1899: Percy Julian, developer of physostigmine 1983: Harold Washington becomes first 1950: Historian Carter G. Woodson, author 1775: First abolitionist society in U.S. founded
Open and men’s singles title at Wimbledon, born. and synthetic cortisone, born. African American elected mayor of Chicago. of The Miseducation of the Negro, dies. in Philadelphia.
1947: Brooklyn Dodger Jackie Robinson 1966: Emmett Ashford becomes first black 1997: Tiger Woods wins Masters Golf
becomes first black to play major league baseball. umpire in the major leagues. Tournament.
16 17 18 19 20 21
1862: Slavery abolished in the District 1983: Alice Walker wins Pulitzer Prize for 1995: Margo Jefferson receives Pulitzer Prize 1972: Stationed in Germany, Major Gen. 1894: Dr. Lloyd A. Hall, pioneering food 1966: Pfc. Milton L. Olive III awarded
of Columbia. fiction for The Color Purple. for criticism. Frederic E. Davidson becomes first African chemist, born. posthumously the Medal of Honor for valor
1990: Ralph David Abernathy, civil rights American to lead an Army division. in Vietnam.
leader, dies.
23 24 25 26 27 28
1856: Granville T. Woods, inventor of the 1944: United Negro College Fund incorporated. Administrative Professionals Day 1888: Sarah Boone patents ironing board. 1945: August Wilson, Pulitzer Prize-winning 1839: Cinque leads Amistad mutiny off
steam boiler and automobile air brakes, born. 1918: Ella Fitzgerald, “First Lady of Song,” born. playwright, born. the coast of Long Island, New York.
1872: Charlotte E. Ray is first black woman 1968: Dr. Vincent Porter becomes first black
admitted to the District of Columbia Bar. certified in plastic surgery.
30
1952: Dr. Louis T. Wright honored by
American Cancer Society for his contributions
to cancer research.
18 | SPRING 2007 | Diversity Works!
 Diversity Works! Employer Partners
 Directory
AIG, the largest of
United States underwrit-
ers for commercial and
industrial insurance and the most extensive
international property-casualty network,
including personal lines and mortgage
guaranty insurance. Life insurance and
retirement services and the most extensive
global network of any life insurer, AIG is
the most profitable U.S. life insurance or-
ganization. and a retirement services fran-
chise that includes leadership positions in
the U.S. fixed and variable annuity markets
and a growing international network.
http://www.aig.com/gateway/home
Citigroup values a
work environment
where diversity is
embraced, where people are promoted on
their merits, and where people treat each
other with mutual respect and dignity.
Around the world, we are committed to be-
ing a company where the best people want
to work; where opportunities to develop are
widely available; where innovation and an
entrepreneurial spirit are valued; and where
a healthy work/life balance is encouraged.
www.citigroup.com
Enterprise
Rent A Car,
an $8 billion
international transportation leader, is the largest
rental car company in the U.S. in fleet size and
locations. A candidate can expect to start as a
Sales Management Trainee learning all of the
facets of how to run our business, including
management, customer service, administration,
and sales/marketing. The combination of our
100% promotion from within policy and the
upcoming expansions in the San Diego area
has created dynamic opportunities for growth.
Upon successful completion of the Management
Trainee Program, candidates have the opportu-
nity to grow into management positions within
their first year with the company. If you are in-
terested in career opportunities with Enterprise,
apply online at www.enterprise.com.
Dee Dee Andrews, Regional Recruiter.
http://www.erac.com/recruit/
American Airlines and American Eagle
carriers serve almost 250 cities all over the
globe with more than 3,600 flights per day.
Earning our title as the largest airline in the
United States and the largest regional air
carrier in the world has resulted in a history
rich in achievement. With a combined fleet
of over 850 aircraft, the best employees in
the world, the oldest and largest frequent
flyer program - AAdvantage®, and The
TurnAround plan, we will achieve our
objective of being the world’s leading
airline.
http://www.aacareers.com
At Cox Communica-
tions, diversity is a
critical part of our
culture, values and
business operations. Here, diversity starts
with understanding, valuing and represent-
ing the varied needs, gifts and priorities of
employees, customers, communities and
suppliers. This diversity of people, products
and partners naturally stimulates a diver-
sity of perspectives, which helps create an
enviable company culture and enhance the
growth and vitality of all Cox stakeholders.
http://www.cox.com/CoxCareer/
The Federal Bureau of Investi-
gations is like no other career
choice you’ve explored. It’s challenging. Compel-
ling. Important. Whatever your background or
expertise, you will find an FBI future exception-
ally rewarding. The work you perform will have
a daily impact on the nation’s security and the
quality-of-life for all citizens. Our mission is
to uphold the law through the investigation of
violations of federal criminal law; to protect the
United States from foreign intelligence activi-
ties; to provide leadership and law enforcement
assistance to federal, state, local and interna-
tional agencies; to provide the executive branch
with information relating to national security.
Join as a Special Agent or in a support role as
a Computer Specialist, Crime Scene Special-
ist, Linguist, Fingerprint Expert, Intelligence
Research Specialist, Laboratory Tech, Accounting
Professional, Laborer, Secretary, etc.
www.fbijobs.com
“Our com-
mitment to
diversity is a commitment to individuals
and to the team. It’s about creating an en-
vironment in which all associates can fulfill
their potential without artificial barriers,
and in which the team is made stronger by
the diverse backgrounds, experiences and
perspectives of individuals. It’s about giving
all of us — individually and together — the
best possible chance to succeed.” - Kenneth
D. Lewis, Chairman and Chief Executive
Officer, Bank of America.
We are proud of Bank of America’s
legacy as a leader in corporate diversity and
in equal employment opportunity. At Bank
of America, we work to foster an inclusive
corporate culture and an environment free
of discrimination or harassment.
http://www.bankofamerica.com/careers/
Join our
growing
retail
company.
We value the talents each employee brings
to Cost Plus World Market, and highly
encourage internal growth opportunities
within the organization. We offer a world
of benefits to our employees including:
Medical/Dental/Vision, a generous
Employee Discount, 401(k) with matching
program, Paid Holidays, Sick Pay and
Vacation & many others. Cost Plus World
Market is an equal opportunity employer.
www.worldmarkets.com
Considered the
founder of the
biotechnology industry, Genentech has been
delivering the promise of biotechnology for 30
years, using human genetic information to dis-
cover, develop, commercialize and manufacture
biotherapeutics that address significant unmet
medical needs. Today, Genentech is among the
world’s leading biotech companies, with multiple
products on the market for serious or life-threat-
ening medical conditions and over 40 projects in
the pipeline. With its strength in all areas of the
drug development process — from research and
development to manufacturing and commer-
cialization — Genentech continues to transform
innovative science into breakthrough therapies
for patients.
Genentech’s commitment to diversity is a
commitment to providing an environment where
each individual is respected, honored and sup-
ported, and is rewarded on the basis of personal
achievement and contribution. (760) 231-2440
directly at: www.gene.com/careers/
Cardinal Health is
the world´s leading
contract manufac-
turer of health and
nutrition products. We offer a wide range of
products and services at multiple facilities with
standardized procedures and processes. Our in-
ternational presence allows easy access anywhere
in the world for your convenience - Americas,
Europe and Asia/Pacific.
Cardinal Health offers customers practi-
cal solutions to address the most critical issues
affecting health care: cost, time-to-market,
talent shortage and medication safety. We define
diversity as openness and appreciation for ideas
that are different from one’s own. We see it as a
business imperative.
Cardinal Health is committed to a work-
force that is free of discrimination. We respect
differences in culture, ethnicity, gender, sexual
orientation, and race. We are committed to
equal opportunity. To learn more about Cardinal
Health, visit us at: www.cardilan.com
Cubic’s
tradition of
innovation
continues into
the 21st century as Cubic’s cutting-edge research
and development holds promise for customers
worldwide. Today, the company’s two major seg-
ments - the Defense Group and the Transporta-
tion Systems Group - have become world leaders
in their respective industries with leading edge
technologies.
Since its founding in 1951, Cubic has helped
make a difference in the San Diego community
by supporting a wide range of nonprofit organi-
zations whose issues and values are aligned with
corporate interests and employee values.
www.cubic.com
Hawthorne
Machinery Co.
has been the
exclusive Caterpillar dealer serving San Diego
County since 1956. The company’s territory also
includes Northern Baja California, the Hawai-
ian Islands, Tonga, Samoa, Guam and Saipan.
Hawthorne Machinery Co. offers a complete
line of new and used Caterpillar® and other
quality brand equipment, service contracts, field
service, repairs, custom fabrication, CAT factory
authorized engine service and rebuilding, and
the most modern service and testing facilities.
We currently have 23 positions available. Visit:
www.hawthorn.cat.com for details.

For information on becoming a Diversity Works! Employer Partner
Call (619) 266-6244 or email diversityworks@sdul.org
Think core values. Look
for a company that be-
lieves workforce diversity is
a major contributor to success. IBM has been the
leader in corporate workforce diversity since its
founding. Did you know that we employ special-
ists dedicated to recruiting women, minorities
and people with disabilities? Visit us and learn
more at:
http://www-03.ibm.com/employment/
Lockheed
Martin is a
corporation
of 125,000 employees engaged in some of the
most important projects in the U.S. and around
the world. We live and work as good citizens
in communities where employees take special
pride in volunteering to serve for the betterment
of all. As such, the Lockheed Martin team is
naturally diverse—encompassing people of all
shapes, colors, perspectives, ages, religions and
nationalities.
We have varied backgrounds, opinions,
lifestyles and talents, and we see the world in
many different ways based on our uniqueness
as individuals. Though different, we share
one thing in common. We are linked in some
way to the same enterprise. Collectively, we
contribute to missions of profound significance
to the security and advancement of the world.
We create products and solutions that improve
communities, save lives and protect principles
like liberty and tolerance that we hold so dear.
www.lockheedmartin.com
Our philosophy is
to provide a working
environment where
employees can expand
professionally and be
rewarded for achieve-
ment. National Bank is
a full-service bank and a catalyst for economic
development in under served communities.
www.neighborhoodnationalbank.com
Integrits
Corporation is
a progressive
Information Technology (IT) services firm based
in San Diego, California. We provide high-tech-
nology products and services to the commercial
and defense markets. Come JOIN & GROW
with us! Integrits Corporation is a leader in
state-of-the-art Navy C4I, Command & Control
and Weapon Systems Integration. We have many
challenging and rewarding opportunities avail-
able to those individuals that strive to succeed
and excel. We are currently offering the following
job opportunities:
C41 Test Engineers & Analysts
TADIL Communications Engineers
Information Assurance Project Leads
IT Business Consultants
IT Infrastructure Analysts
IT Administrators & Analysts
Visit our website at: www.integrits.com
The world of
Loews Hotels.
It’s a world
of places, people and services that make us
truly unique. Loews Hotels is a collection
of unique, one of a kind hotels with dis-
tinct personalities. Each is high in quality,
fun, and is unpretentious, a great value and
consistently delivers warm friendly service.
As a company we care about our guests,
our community and our employees. We
want to be a “home away from home” by
catering to discerning business and leisure
travelers and host to the most important
business, political and industry association
events.
Contact us: Loews Hotels, 667 Madison
Ave., New York, NY 10021 (212) 521.2000
http://www.loewshotels.com/
The Padres believe that all
persons are entitled to equal
employment opportunity and
the Club does not discriminate
against qualified employees
or applicants because of race,
color, religion, sex, pregnancy, national origin,
ancestry, citizenship, military status, age, marital
status, sexual orientation, gender identification,
physical disability, mental disability, medical
condition, or any other characteristic protected
by federal, state or local law. Equal employment
opportunity will be extended to all persons in all
aspects of the employer-employee relationship,
including recruitment, hiring, upgrading, train-
ing, promotion, transfer, discipline, layoff, recall,
and termination.
www.padres.com
At Kaiser
Permanente, we
value the rich
diversity of our
organization and aspire always to demonstrate
respect for the uniqueness of each individual. We
encourage each contribution to the establishment
of an open, inclusive environment that supports
and empowers our employees.
www.kaiserpermanentejobs.org/
“Prepare to become Inspired”
http://kgim.blackportal.com
We understand
that a sound
diversity
program is a
critical component of our values and our success.
In order to realize our vision of being the best
worldwide provider of higher-value staffing
services and the centre for quality employment
opportunities, we must continuously dare
to innovate and be pioneers. That means
reflecting the diversity in our markets and in our
communities.
www.manpowerprofessional.com/sandiego/
Qualcomm innova-
tions reflect the smart
and creative individuals and teams that have
made us the leader in our industry. Many of
those innovations turn into patents—over 3,000
issued or pending. We’re looking
for thinkers with the desire and
initiative to make an impact on
our company and the wireless
evolution. We thrive on ideas and perspective
evident in a diverse and multinational workforce.
Diversity plays an integral role in our global
viewpoint and provides an atmosphere that fos-
ters the kind of free-flow of ideas that has made
us a technology leader. By communicating with
people from diverse backgrounds and groups
all over the world, we engage in a dialogue that
drives the wireless communication’s industry. We
currently have over 890 positions available glob-
ally of which 641 are available in San Diego.
Apply directly at: https://jobs.qualcomm.com/
Diversity Works! | SPRING 2007 | 19
At Kyocera
Wireless
Corp. we
value exploration, innovation and achieve-
ment in our employees. We take pride
in our diverse work force and provide an
internal climate that encourages a global
approach to business. By matching the most
talented individuals with the resources they
need to succeed, we’ve created an environ-
ment that promotes change, growth and
creativity. Competitive compensation and
benefits teamed with exceptional training
are available to those with the skills and
motivation to make a difference.
www.kyocera.com/kai
National University
is committed
to maintaining
a high quality,
diverse work force
representative of the populations we serve. It
is our policy to provide equal employment
opportunities for all applicants and employees.
The University does not unlawfully discriminate
on the basis of race, color, religion, sex
(including pregnancy, childbirth, or related
medical conditions), national origin, ancestry,
age, physical disability, mental disability, medical
condition, family care status, veteran status,
marital status, sexual orientation, or any other
basis protected by state or federal laws.
http://www.nu.edu/
For 37 years, Science
Applications International
Corporation (SAIC), the
nation’s largest employee
owned engineering and research company, has
worked on solving some of the most complex
technical problems facing our nation and the
world – challenges in national and homeland
security, energy, the environment, space,
telecommunications, health care, and logistics.
Our continuous growth and our success,
providing world-class systems integration,
information technology and eSolutions to
customers, worldwide, is a credit to our staff
– many of whom are the best and the brightest
in their fields. And we help our employees
stay the best and the brightest with highly
praised training, education, and professional
development programs. There are currently 105
positions available in San Diego in the following
categories:
Apply at www.saic.com/career/find.html
20 | SPRING 2007 | Diversity Works!

 Diversity Works! Employer Partners

 Directory
The San Diego
Sheriff’s Depart-
ment is looking
for the best and
brightest individuals – those who have the
aptitude and sense of commitment - those
who want to help their community, and
who want to make a difference. The San
Diego Sheriff’s Department’s goal is to
provide the highest level of professional
public service to the wide range of ethnic
and culturally diverse groups that make up
San Diego.
www.sdsheriff.net/jobs/
Diversity is not
only a corporate
commitment
to respect the
differences
among people,
but also the recognition that those differences
are a strength. Diversity is a source of power
that has a positive effect on our customers and
helps us to make the most of business opportuni-
ties. People are at the heart of Sempra Energy’s
strategic diversity policy: people committed to
taking bold action to create a work environment
where competence is recognized and celebrated,
without respect to gender, race, age, sexual
orientation, national origin, physical ability,
religious beliefs, personal preferences or
life experiences.
www.sdge.com/careers or
www.sempra.com/careers.htm
The ideal
candidate for
the San Diego
Union Tribune has the following attributes:
Punctual, Customer Service Oriented, Team
Player, Can Do Attitude, Media related
experience preferred, but not required
Areas of focus: Custodial, Customer Service,
Clerical/Data Entry, Sales Support, Account
Managers, Pressroom Helpers, And More.
We respect diversity and embrace inclusion.
Cindy Nguyen, Sr. Recruiter
www.signonsandiego.com
San Diego
National Bank
has often reflected
the characteristics
of a big family — quite extraordinary for
a bank. But, it is not so extraordinary,
considering the type of staff, management
and board of directors that SDNB has
attracted and enjoyed. Our success is a
direct result of the type of customers our
company serves. We have been very grateful
for the support and loyalty our customers
have brought us.
www.sdnb.com

Recipient of the Urban League’s

2005 President’s Award For Diversity

SDSU Foun- The Scripps Research Solar Turbines As a global cor-

dation has
been orga-
nized to func-
tion as a self-contained private corporation,
separate from the University, yet integrated
into the goals and programs of San Diego
State University (the University) and re-
sponsible for the accomplishment of certain
University objectives. SDSU Foundation is
responsible for many activities that require
financial support not provided by the State.
These activities occur in all three areas
of University life including: instruction,
research and community service.
www.foundation.sdsu.edu
Institute is one of the
largest, private, non-
profit research organiza-
tions in the U.S. It has
attained recognition as
a center of excellence in
a highly focused branch
of research, the nexus of the structure of
biological molecules and their cellular
functions with chemical synthesis.
www.scripps.edu
is a world lead-
ing producer
of mid-range industrial gas turbines for use
in power generation, natural gas compres-
sion, and pumping systems. It provides
full product support, equipment supply,
financing, plus installation and operation
and maintenance capability. http://esolar.
cat.com/solar/
At Sony, we believe
that diversity is key to
our competitive advantage and we value the
collective strengths of all our employees.
We are proud to be an Equal Opportunity
Employer (EOE), with an unwavering
commitment to Affirmative Action (AA)
for Minorities (M), Women (F), Individu-
als with Disabilities (D), and Veterans (V).
www.sonyjobs.com
poration, Edison
International
makes every
effort to ensure that our suppliers and work
force reflect our multicultural marketplace. As
a community partner, Edison International
works closely with low-income, minority, and
women’s groups to advance their employment
opportunities, educational needs, and economic
development. Edison International’s commit-
ment to diversity and equal opportunity is
evident throughout the organization. Minority
and female representatives currently comprise
25% of Edison International’s Board of Direc-
tors.Edison International’s largest operat-
ing company, Southern California Edison,
promotes equal opportunity and diversity with
leadership programs, diversity recruiting, and
supplier diversity goals. The result of these ef-
forts is evident in SCE’s ranking, for the sixth
consecutive year.

Membership as Diversity Works! Employer Partner brings social benefits...

As one of over 57,000
employers in the region
we’re counting on your
support to help make
Diversity Work! here
in San Diego.
For over 50 years, The Urban League of
San Diego County (ULSDC) has assisted
many of its citizens in preparing for and
finding meaningful employment. For most
of that time, you, our area employer, has
assisted us along the way. And now more
than ever, your cooperation is needed to help
us meet our mission.
That’s why we’re asking you to become a
Diversity Works! Partner (DWP).
According to research by the Hudson
Institute, a nationally recognized social
trends think tank, within the next 10 to 15
years, changing demographics, technological
find, and if necessary, develop scarce and
diverse human resources. For example, the
year. This is not a donation, but an invest-
ment and a smart business move. It will
advances, and economic globalization will online Diversity Job Bank (www.ulsdcjobs. provide you with unlimited posting/reviews
shape the workplace. The United States work net) has attracted over 1000 job seekers. at the Job Bank, mention in our Diversity
force will continue to expand, although at a And the students who attend our workshops Works! magazine coverage as a featured
much slower rate. However, its composition undergo behavior modification training in employer on our web site, and discounts on
will shift to a more
balanced distribution
conjunction with our
award-winning work
upcoming career fairs.
To facilitate answering your questions,
by age, sex, race or
ethnicity.
“We’re asking you to readiness and diversity we conduct monthly luncheon seminars to
become a Diversity Works! training, producing explain the benefits of the DWP initiative
Keeping pace outstanding results. here at The League’s corporate office at 720
with these changing Partner (DWP)...as an This combination Gateway Center Dr., San Diego, CA, 92102.
workplace dynamics investment and a smart produces employees Please RSVP to Barbara Webb, Deputy
-- while implementing who are truly work Director, (619) 266-6232. Space is limited
the mandate of our business move.” ready. Consequently, and for lunch, we need to hear from you.
mission to assist as our employer Here’s to the continued success of our
African-Americans and other under served investor-partner, you will benefit not only social venture partnership, which leads to the
to achieve social and economic equality from finding highly qualified job candidates next subject...
-- ULSDC has strategically positioned itself to in our job bank, but prospective employees Diversity Work’s Employer Part-
better serve San Diego through our Diversity who attend our workshops are also prepared ners are also Social Venture Partners (SVP).
Works! Initiative. attitudinally to enter the workplace. As it applies here, SVP’s are employers/profes-
Through Diversity Works! we help you We are asking you to invest just $1200 a sionals looking for a way to invest their time,
F

For information on becoming a Diversity Works! Employer Partner
Call (619) 266-6244 or email diversityworks@sdul.org
At Star-
bucks, diver-
sity is a way
of life. It is
the core of our culture and a foundation for
the way we conduct business. Our goal is to
attract and retain a workforce that reflects
the world, to develop policies and practices
that fully utilize the human potential and
to create hopes, fulfill dreams and build eq-
uity in our part- ners, neighborhoods
and com- munities. www.
s t a rbuc k s . com/jobs/
Winner of the Urban League’s
2005 President’s Award for Diversity
We are the
world’s
largest global
transportation company, operating in more
than 200 countries and territories and
employing 370,000 people worldwide.
The company’s commitment to its
employees has been recognized by several
notable publications including America’s
Best Part-Time Job (Your Money
magazine), America’s Best Companies for
Minorities (FORTUNE magazine) and
Best Company Benefits (MONEY
magazine.)
https://ups.managehr.com/
...while Social Venture Partners unite for diversity through League
skills and resources in under served com-
munities with a goal to achieve a specific
outcome.
Our SVP’s work through The League to
make a hands-on difference. As a Diversity
Works! SVP you help to deliver programs and
services and build the organizational capacity
of the agency.
In turn, we are able to leverage your
investment by offering needed services to
constituents throughout the county in the
areas of education, employment and housing.
Corporate membership with The Urban
League of San Diego County for one year
includes the following benefits:
1. Unlimited job posting and resume
reviews in the Diversity Job Bank for one
year (www.ulsdcjobs.net)
2. Featured Employer in the DW! Job
Bank for the entire year.
3. Corporate logo displayed in special
DW! Partners section on the website
Sycuan is more We believe that the
than just a business broad diversity of our
enterprise. Sycuan is workforce, customer
base and the communi-
a community of people working together
toward a common goal. Whether you work ties we serve provide
in our beautiful, state-of-the-art Casino a clear opportunity to create competitive
or become a staff member in one of our advantage. We value and respect the unique
other enterprises, you will be part of the characteristics, skills, and experiences that
Sycuan family. In addition to the Ca- employees bring to the workplace. On a
sino, Sycuan operates a Fire Department, daily basis, diversity and inclusion is evi-
Medical Clinic, Dental Clinic, Day Care dent at all levels in the company in the way
Center, Tribal Police Department, Learn- we listen and respond to our customers, our
community and each other.
ing Center, and Kumeyaay Community
College. We currently employ over 2,500
people in a variety of positions, including http://www.thehartford.com/
casino operations, food service, security,
accounting, facilities, and landscaping, just
to name a few.
http://www.sycuan.com/sycuan_casino/
human_resources.html
Our commitment Viejas offers its
to a Diverse employees an
exciting work
Employee Base
environment
It is our goal to recruit, select and retain
the most qualified employees who represent with competitive
all segments of the communities we serve wages and benefits including:
and support. We cultivate a highly talented ·Holidays Accrued vacation and sick leave
workforce by valuing people for who they ·Medical, dental, and chiropractic
are and what they can contribute. ·Discounted employee meals
·Retirement Plan (401k)
·Quarterly Incentive Plan
If you are offered employment with Viejas
you will be required to complete an Em-
ployment/Gaming License Application and
pass a pre- employment drug and alcohol
test and background screening.
4. Your own web page on our site featur- Fairs held at The League’s corporate office,
ing your company’s profile and current jobs. on a first come first served basis.
5. Live links to other job boards such 11. Discounts on booths at the annual
as monster.com or careerbuilder.com, Career Fair, and at Career Zones held in
which automatically pulls the jobs posted conjunction with other civic events such
on these other job boards into your profile as the Heritage Day Parade which usually
with us. No need to draws 10,000.
enter the same jobs in 12. “Hot Job” notices
several places. sent out via our
6. Five featured jobs “We treat our Employment Network
each year in the Job corporate members email distribution
Bank. system.
7. Listing in the DW! like investors.” 13. Direct marketing
Employer Partners direc- to the Urban Market
tory in the magazine via our DW! Employ-
8. Possible feature articles in the DW! ment Guide and email blasts.
magazine about your company’s diversity 14. Listing as an Investor in the DW!
outreach efforts. Work Readiness Workshops class materials.
9. Your company profile and job listings 15. Directly recruit graduates from
(5) in DW! Employment and Career Guide, workshops and receive invitations to
a monthly mailing to 300 affinity groups. graduation ceremonies.
10. Free booth at quarterly Mini-Career 16. Other promotion vehicles may be
Diversity Works! | SPRING 2007 | 21
Union Bank of Cali-
fornia is proud to
play an integral role
in the many diverse
communities we serve. Our bankers have the
language and cultural skills to help you with
your personal and business banking needs every
step of the way. We make a concerted effort to
support these communities both as a financial
institution and as a good neighbor.At Union
Bank of California, our people are our greatest
asset. Our employees come from many different
backgrounds, bringing with them different
experiences and perspectives, which are the key
to our success. We strive to build an employee
group that understands and reflects the diverse
communities we serve through our 319 of-
fices. Our efforts have been recognized by the
U.S. Department of Labor, as well as Fortune
Magazine, who, for two years in a row, ranked
us among the top ten companies for diversity in
the workplace. For more information about our
company’s history, visit our website.
Visit: http://cce.uboc.com/ to learn more.
Wells Fargo has
understood the
importance of
both hiring and
retaining a diverse workforce and serving a
diverse community for more than 150 years.
Our Diversity Mission:
“Wells Fargo Team Members should expect to
work in an environment where each person feels
valued for individual traits, skills and talents,
and has the opportunity to fulfill ambitions and
contribute to the success of the company.” From
senior managers to tellers, 62% of our Team
Members are women, and 29% of our Team
Members are minorities. While these numbers
are positive, we are always working to increase
our diversity. We’re focused on recruiting,
training, and retaining the best and brightest
people today to join our diverse workplace.
https://www.wellsfargo.com/employment/
available to promote your company’s
diversity efforts via The League’s media
channels
17. Eligibility to compete for the
President’s Award for Diversity and
attendance at The League’s annual Equal
Opportunity Awards dinner gala in the fall.
18. Participation at our monthly
Employers Diversity Networking
luncheons, usually featuring a 30 minute
presentation by a diversity professional on
diversity related topics of the day.
19. National recognition for being
proactive in diversity.
20. Access to over 150,000 people of
color via our Employment Network.
21. Socially connect with communities
of color and enhance your cultural
competency and awareness.
22. Meet your company ’s EEO require-
ments for outreach and involvement
(DOL-OFCCP).
22 | SPRING 2007 | Diversity Works!

 Affinity Groups
Definition: An affinity group is a group of people who share interests, issues, and a common bond or background, and offer support for
each other. These groups can be formed between friends, people from the same community, workplace or organization. We outreach to all affinity
groups to deliver the word about our Diversity Works! programs and opportunities. Affinity Groups can represent a narrow or broad definition of

 Directory
a dimension of diversity: African-American, Asian, Indian, Hispanic, women, veterans, the disabled, the gay and lesbian communities, to name a
few. In fact the list is endless. Become an Affinity Partner by joining today. We’ll add your group to our distinguished list of members.

Affinity Group Partners

The Affinity Group Partners below work closely with The League through the Employment Network by referring their constituents to our job bank.

Greater San Diego Greater San

Blacks In Government Diego Business
San Diego Chapter Development
The Greater San Diego Council
Chapter of Blacks in Its mission is to expand business opportu-
Government (BIG), as a nities for minority business enterprises and
501(C)3, non-profit, civil rights organiza- create mutually beneficial links between
tion, is dedicated to eliminating discrimi- corporate members and minority business
nation and racist acts in all forms, against enterprises. The ultimate outcome is to add The Multi-Cultural NAACP Metro
ALL people, but especially African-Ameri- economic value to the supply chain while Convention Ser- North County Branch
cans, in all government agencies; whether vices Network is a The mission of the Na-
it is a city, county, state or federal govern- destination market- tional Association for the
ment agencies. ing company that promotes San Diego as a Advancement of Colored
NAACP Metro People is to ensure the political, education-
San Diego Branch premier destination. We match the needs of
National Society of incoming conferences and event coordina- al, social and economic equality of rights
The mission of the of all persons and to eliminate racial hatred
Black Engineers National Association for tors with local business. MCCSN finds
Alumni Extension the best venue, whether a hotel, confer- and racial discrimination.
the Advancement of Colored People is to
NSBE’s mission is to ensure the political, educational, social and ence center or unique location, at the best
increase the number of economic equality of rights of all persons possible value. Principal Clara Carter is a
culturally responsible African-American native and has over 15 years experience in Warm Spirit
and to eliminate racial hatred and racial
engineers who excel academically, succeed the hospitality industry. Independent
discrimination.
professionally and positively impact the Consultants
community. The 100 Black Men Students In Warm Spirit is a culturally diverse, self-care
of San Diego Free Enterprise network marketing company, specializing
An affiliate of the The Mission of SIFE is to in spa-quality, aromatherapy products and
United Front herbal remedies. Having surpassed $14
100 Black Men provide college students
for Education million in sales in 2005, Warm Spirit was
of America, this the best opportunity to
group improves the quality of life of San make a difference and recently voted “Emerging Company of the
Advocates for quality, equality and parity Diego city residents we serve. Our pro- develop leadership, teamwork and commu- Year” by Black Enterprise. “The heart and
for children’s education, providing resourc- grams enhance educational and economic nication skills through learning, practicing soul of Warm Spirit is empowering people
es and support to families, students and opportunities for African-Americans, and and teaching the principles of free enter- to care for themselves and to nurture their
teachers in the community. African American youth in particular. prise. Visit: www.sdsife.com potential within.”

URBAN LEAGUE of san diego county YOUNG PROFESSIONALS

Now that you’ve made it and are

part of the professional business
world, it’s time to give back to
your community and help our
young kids move forward.

Visit www.ulsdc.org
to learn how you can join
The League of Young Professionals.

For information on becoming a Diversity Works! Affinity Partner
Call (619) 266-6244 or email diversityworks@sdul.org
Affinity Groups in San Diego
100 Black Men of San Diego
African American Business Women of Vision
African American Chamber of Commerce
African American Writers & Artists, Inc. SD
Alpha Chi Omega
Alpha Delta Pi (University of San Diego)
Alpha Kappa Alpha Sorority
Alpha Phi
Alpha Phi Alpha Fraternity
Alpha Phi Gamma Sorority
Alpha Pi Sigma Sorority
Alpha Psi Rho Fraternity
Alpha Tau (San Diego City College)
American Indian Science and Engineering Society
Asian American Journalists Association
Asian Business Association of San Diego
Asian Pacific Islander Caucus (SDSU)
Association of African American Educators
Assn. of Hispanic Advertising Agencies
Assn of Latino Professionals in Finance and Accounting
Barrio Station
Beta Omega Phi Fraternity
Beta Theta Pi (University of San Diego)
Blackdiego.com
BlackPortal.com
Black Contractors Association (BCA)
Blacks in Government
Black Men United
Brothers Inc.
California Chicano News Media Association
California Council for the Humanities
Centro Cultural de la Raza
Chicano Federation
CNET-Community Network
Conference on Asian and Pacific Islander Leadership
Delta Sigma Psi Sorority
Delta Sigma Theta Sorority
Delta Tau Delta (University of San Diego)
Diversity Training University International
Earl B. Gillim Bar Association
Federal Asian Pacific American Council
Filipino American Lawyers of San Diego
Gamma Phi Beta
Gamma Phi Epsilon Fraternity
Gamma Zeta Alpha Fraternity
Affinity Groups
Hispanic Alliance for Career Enhancement (HACE)
Hispanic American Chamber of Commerce
Hispanic Association on Corporate Responsibility
HispanicBusiness.com
Hispanic Employee Council of Foreign Affairs Agencies
Hispanic Employment Program Managers Council
Hispanic Engineer National Achievement Awards
Hispanic National Bar Association
Jack & Jill Club of San Diego
Kappa Alpha Theta
Kappa Kappa Gamma
Lambda Chi Alpha
Lambda Sigma Gamma Sorority
Lambda Theta Alpha Sorority
Latino Builders Association
Latin Business Owners of America
League of United Latin American Citizens
Links Incorporated
Local Council for Latin American Advancement (LCLAA)
MANA
Million Man March Local Organizing Committee
Multicultural Convention Services Network
National Association for the Advancement of Colored People
(NAACP- San Diego)
National Association for the Advancement of Colored People
(NAACP- North County)
National Association of the Advancement of Hispanic People
(NAAHP)
National Society of Black Engineers -SDSU
National Society of Black Engineers
National Association of Black Journalists
National Association of Colleges Employers
National Association of Hispanic Journalists
National Association of Hispanic Nurses
National Association of Social Workers
National Black MBA Association
National Black Law Students Association
National Council of La Raza
National Council of Social Studies
National Organization for the Professional Development of
Black Chemists & Chemical Engineers (NOBCChe)
The National Organization of Black Law Enforcement Execu-
tives (NOBLE)
National Pan-Hellenic Council
National Sales Network (NSN)
Diversity Works! | SPRING 2007 | 23
 
Directory
National SER
National Society of Black Engineers (NSBE)
National Society of Hispanic MBAs
Native American Journalists Association
Native Indian Education Association
The New Leaders
Nu Alpha Kappa Fraternity
Omega Psi Phi Fraternity
Organization of Chinese American
Pan African Association of America
Pan Helenic Association of San Diego
Pan Asian Lawyers of San Diego (PALSD)
Pazzaz Inc.
Phi Beta Sigma Fraternity
Project Employment-Plus
RAYBEN (Raytheon Black Employees Net)
San Diego Association of Black Journalists
San Diego Black Nurses’ Association Inc.
San Diego Black Health Association
San Diego City Black Employees Assn.
San Diego Black Pages.com
San Diego Black Storytellers Assn.
Sigma Alpha Zeta Sorority
Sigma Gamma Rho Sorority
Sigma Lambda Beta Fraternity
Sigma Lambda Gamma Sorority
Sigma Phi Epsilon (University of San Diego)
Sigma Phi Omega Sorority
Sigma Theta Psi Sorority
The Sisterfriend Society
Sisters In Support
Society of Hispanic Professional Engineers
Trans Africa Forum
UCSD Black Staff Association
UJIMA Network (UCSD)
United Sorority and Fraternity Council
Upsilon Kappa Delta Sorority
Urban Economic Corporation
Urban League of San Diego County
Urban League of San Diego County Guild
Urban League of San Diego County Young Professionals
The Urban Financial Services Coalition - San Diego
Women in Technology International
Women Inc.
Zeta Phi Beta Sorority

24 | SPRING 2007 | Diversity Works!
Career Development
Ready to join the
work force? The
market may not
be as adverse as
you may think.
Many employers
are offering new
compensation
packages and
flexibility in
the work
arrangements.
by José Cirvieri
Recent reports from the U.S. Labor Dept.
indicate that while the expansion of the
U.S. economy is slowing, it is doing so at a
reasonable pace, and inflation has stead-
ied. A moderated, yet stable, job market is
expected to carry over into 2007 with gains
that will remain strong enough to keep the
unemployment rate in check.
University of Michigan economists pre-
dict the United States will create 1.5 mil-
lion jobs in the next 12 months. Employers
are expected to become more competitive
in their recruitment and retention efforts
as the pool of skilled labor shrinks and
productivity growth plateaus. Forty percent
of employers report they currently have job
openings for which they can not find quali-
fied candidates.
This bodes well for workers who are likely
to benefit from more generous job offers,
more promotions, more flexible work cul-
tures and other major trends identified.
Diversity Works!
Understanding the positive influence
workforce diversity has on overall business
performance, employers remain commit-
ted to expanding the demographics of
their staffs. With the Hispanic population
accounting for half of U.S. population
growth since 2000, according to the U.S.
Census Bureau, and buying power growing
8 percent annually, one-in-ten employers
report they will be targeting Hispanic job
candidates most aggressively of all diverse
segments. Nine percent plan to step up
diversity recruiting for African-American
job candidates, while 8 percent will target
female job candidates.
Half of employers recruiting bilingual
employees say English/Spanish-speaking
candidates are most in demand in all of
their organizations.
To motivate top performers to join or
stay with their organizations, employers
Start your career today
(619) 266-6247
plan to offer better compensation packages.
Eighty-one percent of employers report
their companies will increase salaries for
existing employees.
Sixty-five percent will raise compensation
levels by 3 percent or more while nearly
one-in-five will raise compensation levels
by 5 percent or more.
Nearly half of employers (49 percent) ex-
pect to increase salaries on initial offers to
new employees.
Thirty-five percent will raise compensa-
tion levels by 3 percent or more while 17
percent will raise compensation levels by 5
percent or more.
Work/life balance is a major buzzword
among U.S. employers as employees strug-
gle to balance heavy workloads and long
hours with personal commitments.
Nineteen percent of employers say they
are very or extremely willing to provide
more flexible work arrangements for em-
ployees such as job sharing and alternate
schedules. Thirty-one percent are middle to
fairly willing.
Employers continue to express concern
over the loss of intellectual capital as “baby
boomers” retire and smaller generations
of replacement workers falls below labor
quotas goals.
One-in-five employers plan to rehire retir-
ees from other companies or provide incen-
tives for workers approaching retirement
age to stay on with the company longer.
Thirty-five percent of employers plan to
provide more promotions and career ad-
vancement opportunities to their existing
staff in the New Year.
In light of the shortage of skilled workers
within their own industries, the vast major-
ity of employers—86 percent—report they
are willing to recruit workers who don’t
have experience in their particular industry
or field, but have transferable skills.
Seventy-eight percent report they are will-
ing to recruit workers who don’t have expe-
rience in their particular industry or field
and provide training/certifications needed.

For information on the Diversity Works! Job Bank, call (619) 266-6244 or email diversityworks@sdul.org
Before you activate “Plan B”
consider your work attitude
We’ve written before about the possible
dangers created by a poorly managed work-
force, and while that advice is great not
every human resource department is going
to follow it. The sad truth is that lots of
people are unhappy at their jobs, but­—in
the spirit of lemonade-from-lemons—that
also means that there is a lot of potential
talent out there ready for a new job. Still,
before you go quitting your job, there is a
lot to consider.
According to a study posted about on
the Taleo Blog, talent management and
performance evaluation/reward are the two
leading factors in work-place positivity.
What happens when both of those aspects
of a job are lackluster? Obviously, you’re
going to be dissatisfied with your job.
However, think about what it means to be
unhappy at your job. Why are you unhap-
py, and is there anything positive that can
be done about your situation? Specifically,
are there ways you can turn adversity into
opportunity? Rising above negative co-
workers, making the best of your respon-
sibilities, and trying to be positive. Sure,
that may sound like sort of abstract advice,
but you should think about it as a specific,
proactive tactic.
“The single most efficient way to increase
your productivity is to be happy at work.
No system, tool or methodology in the
Diversity Works! | SPRING 2007 | 25
world can beat the productivity boost you
get from really, really enjoying your work,” Turning a
says Alexander Kjerulf’s at his internet blog
site of the same name.
Of course, if you still want to activate pink slip
into green
Plan B, that positivity and added produc-
tivity are likely to make your management
a little more positive about you, a little
more willing to give you a good review,
perhaps. Similarly, CNNMoney.com
magazine recently published an article
bucks
about “knee-jerk vs. smart” responses for Many job losses can
people who are unhappy with their jobs.
The knee-jerk response usually perpetuates lead to green pastures
your negativity which can give manage-
ment a reason to fire you (i.e. take respon-
sibility for your talent out of your hands),
while the smart response usually sets you
up to look like a hero, even if you’re on
your way out.
You might also take the “Should You
Quit Your Job” quiz posted at www.about.
com. It might help you figure out if you’re
staring down the barrel of a dead-end job
or if you’re staring at an opportunity right
in the eyes.
It’s never too late to change jobs or
careers, but it can be a major decision.
Many people dream of rushing into their
boss’ office and letting go with the famed
“Piece-of-my-mind.” But, do some deliber-
ate thinking before you walk out on what
could be your chance for career greatness, “Every cloud has a silver lining,” can even
and don’t go burning any bridges. apply to workers who recently lost their
Then, if you’re really ready for a career jobs. They can view this as an opportunity
change, you’ll go into Plan B poised for to get a better paying, more interesting job
success instead of carrying unhappy career and a chance to learn more high-tech skills
baggage with you. that can make them more valuable on their
next job.
One-Stop Career Centers can provide
assistance for many and are at the heart
of the new workforce investment system
under the Workforce Investment Act.
As part of America’s Workforce Network,
these centers help businesses find qualified
workers and help job-seekers get employ-
ment and training services to advance their
careers efficiently
There are also several online employ-
ment sites made available through the U.S.
Dept. of Labor, Employment and Training
Administration such as:
• America’s Service locator:
• www.servicelocator.org
• America’s Job Bank:
• www.ajb.org
• America’s Career InfoNet:
• www.acinet.org
• Work Force Tool Kit:
• www.doleta.gov/employ.asp.
• America’s Workforce Network offers
toll-free information by calling 1-877-
US-2JOBS.
26 | SPRING 2007 | Diversity Works!
Staffing Agencies:
When you need a job in a hurry!
At Your Service Temporary Staffing Services
At Your Service (AYS) is a temporary staffing agency that
is committed to providing highly trained and experienced
Banquet Servers to the Hospitality Industry. As a member
of the San Diego Hotel/Motel Association, AYS is aware of
the industry’s challenges with finding quality help. For more
information, call us at: (619) 527-0554. Location: 930
Gateway Center Way, San Diego CA, 92102
Smart Staffing
SmartStaff Staffing Solutions provides a full range of
employment opportunities throughout San Diego, South
Bay, East and North Counties. We provide permanent and
temporary placement to professional and semi-professional
applicants in technical, accounting, administrative, and
some engineers, programmers, call centers, clerical, assem-
bly, light industrial laborers, janitorial, driving, and H.R.
professionals. For more information, call: (619) 718-6330
or visit: http://www.smart-staff.com/
Manpower
Manpower Inc. is a world leader in the staffing industry,
providing workforce management services and solutions to
customers through 3,900 offices in 63 countries. The firm
annually provides employment to 2 million people world-
wide and is an industry leader in employee assessment and
training. Manpower also provides a range of staffing solu-
tions, engagement and consulting services worldwide under
the subsidiary brands of Brook Street, Elan, The Empower
Group and Jefferson Wells. For more information, visit:
http://manpower-sd.com
Human Resources Management Specialists
Human Resource Management Specialists is a full service
management consulting firm with over 30 years of experi-
ence in providing training and consulting services to public
organizations, private companies and community based
organizations.
The company is considered a leader in providing programs
to address EEO, AA, Diversity, Sexual Harassment and
other human resource issues. HRMS is under the direction
of Dr. Larry Marion, an organizational psychologist with
over thirty years experience in the design, implementation
and evaluation of programs to improve the management of
human resources. Human Resource Management Special-
ists, 7960 Silverton Ave, Suite 201, San Diego, CA 92126
Phone: (858) 549 4337 Fax: (858) 549 4341 E-mail:
HRMSPRO @ SBCGLOBAL.NET
Visions Human Resources Services
Visions Human Resources Services (VHRS) is an
independent company of Human Resources Services
Companies, providing high-tech employers with human
resource needs on a contingency basis. Based in San Diego,
CA, Visions Human Resources Services, a minority-owned
company, supports a national and local client base, solving
business challenges through the effective use of technology
and human resources. We provide a full range of Human
Resources services in the areas of: staffing - job fairs
– resumes – focus workshops - training. Quality, reliability,
and professional services are the foundation for VHRS.
For more information, visit the following web site: www.
visions-hrs.com
Career change:
easier than
you thought
Recent studies show that the average working professional
will change careers about five times in his or her life and
make 10 to 12 job changes. This statistic can be partly
attributed to today’s technology-driven economy, which
has created new, rapidly growing career fields, such as
e-commerce and web development, that didn’t exist a few
years ago. But making a complete career transition isn’t as
difficult as you may think, according to John Karras, direc-
tor of career development for Keller Graduate School of
Management.
“The key to making a successful career transition is learn-
ing how to showcase the skills you acquired in past jobs
and translating how they apply to the new position you
want to pursue,” Karras says. “Once you learn how to do
this, you increase your marketability in new fields.”
Karras has the following advice for professionals when
looking to make the transition to a new career:
Reorganize your resume.
The standard chronological resume may not be the best
option if you want to change careers. Instead, create a
skills-based resume, which focuses on overall skills and
abilities, highlights those skills that are transferable, and
de-emphasizes job titles and length of employment with
specific employers.
Fine-tune your soft skills.
No matter what field you choose to pursue, employers are
seeking candidates with strong soft skills, which apply to
almost any job. The most sought-after soft skills include
communication skills, leadership abilities and public
speaking expertise.
A trade-off is a skill, certification or degree that can be
substituted for specific work experience. In today’s job
market, employers
Often look for at least one of the three main trade-offs:
an advanced degree, technology skills, foreign language
capabilities or international work experience.
“While some professionals may need to acquire new skills
to make their career change, the ability to use these tech-
niques to highlight those abilities you already have can set
one candidate apart from the rest,” Karras says.
For more information about Keller Graduate School of
Management, call 1-800-535-5378 or visit www.keller.edu.
 Diversity Works! | SPRING 2007 | 27

Our commitment to diversity gives us all a chance to grow.

No one told us to open our doors to multicultural businesses. Including these businesses as part of our competitive bidding process was
our own idea, for the simple reason that it made good business sense and it was the right thing to do. At Bank of America, our commitment
to helping minority-, woman-, veteran- and disabled person-owned businesses prosper is stronger than ever. Visit our Web site at
www.bankofamerica.com/supplierdiversity to learn more about our commitment to helping our diverse suppliers’ businesses grow and succeed.

Bank of America, N.A. Member FDIC. ©2006 Bank of America Corporation.

SDD-18-AD
28 | SPRING 2007 | Diversity Works!

Job readiness program WORKSHOPS

by The Urban League Building Blocks to Success & Personal Growth:
of San Diego County Where Dreams Come to Reality
• Master hard and soft employment-focused skills
•  Computer-based vocational training to help tune-up your literacy skills
• Post your resume on line with the Diversity Job Bank viewed by over 600 employers
• Interviewing and dress for business success training
•  Certificates of completion
Limited space available. Call now: The Urban League of San Diego Country, 720 Gate-
way Center Drive, San Diego, CA 92102, 619-263-8196, fax 619-263-1938

Employment Service Centers

Typically these centers have direct relationships with local employers as well as a wealth
of resources and advice to assist you in finding a job. Most of their services are free to the
public paid for by tax dollars.

The Urban League of San Diego County people don’t get hired. I used to have a low Metro Career Center East County Career Center
has an exceptional Diversity Works! Work self-esteem but now I am more confident 3910 University Avenue 924 East Main Street
Readiness Training Program that pro- whether I am hired or not,” says Leo Mor- San Diego, CA 92105 El Cajon, CA 92021
vides job training for adults. With special rison, III. “The one thing I regret is that I Phone: (619) 516-2200 Phone: (619) 590-3900
thanks to Wal- Mart, this FREE one-week did not take this class 40 years ago. My life
program includes 40 hours of instruction would have been different had I known the
in resume and application preparation, information I received in this workshop. South Metro Career Center North County Coastal Career Center
self-esteem, time management, money What I am most grateful about is that I 4389 Imperial Avenue 1949 Avenida del Oro, Suite 106
management, motivational techniques, am armed with the most valuable informa- San Diego, CA 92113 Oceanside CA, 92056
sexual harassment awareness, and work- tion to move forward, “says Suellen Fast. Phone: (619) 266-4200 Phone: 760-631-6150
place ethics. Classes are held each month
and registration is required. Call the Urban
League at 266-6232 for more information.
The program is the result of research,
design and development in the area of em-
ployment and training. Implementing an
employment focused skills training system
for people of color, the agency created a
product that can be replicated throughout
the non-profit network using the Pacific
Institute curriculum. The program focuses
on the cognitive behavior to improve the
participants’ interpersonal communications
and organizational skills in the workplace.
“The Diversity Works! Program is highly
informative and should be a required
course for students, veterans and oth-
ers preparing to enter or re-entering the
workforce,” says Bill Jr. one of the students
that completed the program. The program
staff has forged relationships with over 600
area employers to create a bridge between
participants and the corporate community.
Our corporate partners serve as speakers,
interviewers, resume critiques. “I thought
there was no opportunity; the Urban
League showed me an opportunity,” says
Hubert Barnes, another student sharing his
experience about the program.
Participants receive valuable feedback to
help with their career development and
placement assistance.
The Urban League has demonstrated a
placement rate of 85 percent of all clients
served. “I have learned much about myself
and how my attitude can affect the success
of my employment experience. I learned
what the employer is looking for in an
employee which can better my chances in
the workforce,” says
Bernard Schofield. Other participant
testimonials include: “I actually understand
and know why the program works and why
 Diversity Works! | SPRING 2007 | 29

Encanto Urban Village Empowering Communities &

A community of new, affordable changing lives
homes starting at $345,000
A joint partnership of
Carter-Reese & Associates and
The Urban League of San Diego’s
Urban Housing Project
For information contact
Debra Stephens at
(619) 571-5225

30 | SPRING 2007 | Diversity Works!
Youth Opportunities
Tips for college bound
African-American students
(NAPSM)—An historic number of African Americans re-
cently earned bachelor’s degrees, more than doubling de-
gree attainment numbers from 1990, according to a report
in The Journal of Blacks in Higher Education. How can
your child join their ranks? One way is to select a college
that is the right fit. Admissions specialists suggest visiting a
campus and speaking with professors and students. “When
you visit, take some notes and consider bringing a camera
to snap a few shots to refresh your memory once you are
back home,” says Bruce Gardiner, Dean of Admissions and
Financial Aid at Lehigh University in Bethlehem, Pa.
Many colleges even offer special programs that give vis-
iting students the opportunity to immerse themselves in
different cultures on campus. Gardiner says his school’s
Diversity Achievers Program, for example, is an overnight
visitation program for high school seniors that lets students
sit in on classes, attend social and cultural events, and ex-
plore the many resources offered to multicultural students.
Try these additional tips for choosing the right school:
• Narrow Down Choices—Ask yourself some basic
questions. For example, some items to consider in-
clude campus size (big or small), location (urban or
rural), as well as campus life, academic programs, ex-
tracurricular activities, etc.
Technology trends:
new age information   Able-disabled
provided by program
A recent study concluded that in the information age, a
practical understanding of systems is an invaluable tool to
possess—perhaps more valuable than a college degree.
An independent study found that technical training pro-
grams are widely accepted by Fortune 500, Inc. 500 and
technology firms.
The study, conducted by the Alexis de Tocqueville In-
stitution (AdTI)—a public policy think tank—examined
the impact of the Microsoft Certified Systems Engineer
(MSCE) training program on employers and employees.
The group found that:
— 72 percent of human resource managers and specialists
are familiar with the program.
— 55 percent of surveyed companies had MCSE’s on their
IT staff.
— 87 percent of human resource managers surveyed
believed that MCSE’s are equally or more successful than
college students.
“Companies are educating and graduating their class
of engineers for the technology revolution,” says AdTI
research fellow Jeffrey Hogg. “The success of this program
is more for reaching than we expected.”
For more information visit www.adti.net.
For information on Youth Opportunities at The League
Call (619) 266-6244 or email diversityworks@sdul.org
• Search Tools—Individual college web
sites such as Lehigh’s www.lehigh.
edu/admissions are a wealth of infor-
mation for details about the college
and the admissions process,” says Gar-
diner. “You may also want to check
out CollegeBoard.com which offers
a free ‘‘College Match Maker’ search
tool that helps you identify possible
schools based on some basic criteria.”
• Get Organized—Are you going to take the SATs,
ACTs or SAT subject tests? What are the deadlines for
these tests? Also, some schools may not require SATs.
“Often, students will take standardized tests such as
the PSAT as early as their sophomore year so they can
benchmark what schools may be a fit from an academ-
ic rigor perspective,” says Gardiner.
It’s also important to talk with a guidance counselor. He
or she can help familiarize you with your chosen school’s
application process. In addition, identify a few teachers you
can ask to write recommendations. Be sure to touch base
with the teachers well in advance of the deadlines. That
advocacy
Able-Disabled Advocacy (A-DA) is a non-
profit organization founded in 1975 that has
provided countywide occupational skills,
training and job placement assistance to
over 7,200 youth and adults with disabilities.
(619) 231-5990 Ext. 305
• Organizational skills training
• Computer training
• Workshops www.
• Paid internships
• Career counseling
• On-the-job training
• Tutoring & online courses
• Basic skills improvement
• Learn at your own pace
Central San Diego South Bay
2850 6th Ave., Suite 311 1111 Bay Blvd., Suite E
San Diego, CA 92103 Chula Vista, CA 91910
(619) 231-5990 Voice/TDD (619) 424-6860
(619) 231-2380, Fax (619) 424-6890, Fax
way, they’ll have plenty of time to write and you’ll have
plenty of time to understand what they may want from you
for source material.
No matter what kind of school you’re looking for, Gar-
diner says it’s critical that students take ownership of their
college search. “Going through the motions and relying on
someone else, like your parents or guidance counselors, to
make all your decisions is a recipe for you landing some-
place that is not a good fit in the long term. It’s really im-
portant that you play an active role in finding someplace
that is right for you.”
Choosing the right school by visiting the campus can
help ensure a school is the right fit.
sponsoring
TEAMWORKs
FOR YOUTH
TEAMWorks for youth (TfY) is
funded by the California Employment
Development Dept. It serves eligible
out-of-school youth between 18-21. Its
purpose is to encourage students with
disabilities to explore opportunities
in the fields of tourism, healthcare,
construction, and technology. Its goal
is to motivate and develop potential
to become independent, productive
members of today’s career driven
workforce.
www.abledisabledadvocacy.
North County
4700 North River Rd.
Oceanside, CA 92057
(760) 439-7033
(760) 439-7070, Fax

Diversity Works! | SPRING 2007 | 31

Build a
diverse
youth under age 16 may work:
3 hours a day/18 hours a week
team.
in a school week
8 hours a day/40 hours a week
in a non-school week
Let us find the right
youth under age 16 must perform work
between 7am and 7pm
except between June 1 and Labor Day,
person for your
when evening hours are extended to 9pm

youth over age 16 have no restrictions

current job opening.
on the hours they may work

The San Diego County Urban League

has been recruiting for 32 years.

By posting your career opportunities

in our Diversity Job Bank you’ll
.com
have access to a talented and diverse
Providing organizational surveys of managers and employees
pool of success-oriented professionals.

POST A JOB TODAY!

•  DA studies your company to discover issues of diversity and gender makeup

Visit http://www.ulsdjobs.net
•  DA strives for a clear picture of your organization’s culture from an unbiased perspective
•  DA presents recommendations and implements a strategic plan for cultural change or call (619) 266-6244
•  DA provides benchmarks to improve performance and retention of employees
•  DA identifies diversity concerns which hinder profitability and return on investment to submit your listing.
32 | SPRING 2007 | Diversity Works!

Forging

Connections
Tuesday, April 24 – 11:00am to 4:30pm – San Diego Air & Space Museum

Join the San Diego Meeting Professionals International (MPI) as we come together
with our multicultural partners to:
• Explore leading issues which can enhance the success of culturally diverse meetings and resources.
• Foster strong relationships with diverse companies that reflect our community and emerging markets.
• Present and facilitate alternative methods for learning and meeting outcomes.
Program: Experience a live, professional theater presentation... “All of Us: diversity, beyond race and gender”...
a comedy/drama created and performed by Orlando-Ward & Associates, the national experts in the use
of live, professional theater as a diversity training tool. Set in a realistic corporation where everyone is
having trouble defining diversity and seeing its link to the bottom line, “All of Us” has been performed for
major organizations including Ford Motor Company, Qualcomm, and Kaiser Permanente.
After the performance, join in a non-traditional method of meeting, called Open Space Technology.
Open Space is a model of convening where attendees are asked to generate the meeting agenda as well as
participate by leading small group break-out sessions during the meeting time. Participants will learn from
each other and create action plans for multicultural advancements in San Diego.
Early Bird Registration:
Before: April 17, 2007: $45.00 • After: April 17, 2007: $55.00

To Register or for more information visit:

www.sdmpi.org or call 858-270-2800
Questions contact Clara Carter, Chair – clara@mccsn.com
Sponsorship Opportunities contact Deborah Dimery – Deborah@broadwaysd.com
Exhibit Opportunities contact Barbara Ramsey – bramsey@ucsd.edu
 Diversity Works! | SPRING 2007 | 33

&
title of california

Present the
Multicultural
Heritage Awards ’07
To celebrate the multicultural spirit of
our region, the San Diego Business Journal’s
Multicultural Heritage Awards will honor
San Diego’s most prestigious firms, large
and small, for their commitment to diversity
in their company and community.
Award recipients will receive special
recognition at the event and in the newspaper.
Nominees will also be recognized in the

7
Business Journal.
March 29, 2007
11:30 a.m. - 2:00 p.m.
2007 Keynote San Diego Marriott Hotel & Marina
333 West Harbor Drive
Speaker San Diego, Ca. 92101
Ruben Barrales Co-Sponsored by:
President & CEO
San Diego Regional
Chamber of
Commerce NEIGHBORHOOD
NATIONAL BANK

Registration Company Name: Contact Name:

Options:
Company Address:
1. Online at www.sdbj.com
2. By phone at 858-277-6359 x3143 City/State/Zip: State: Zip:
3. By email at swiese@sdbj.com
Phone: Email:
4. By Fax to: 858-277-2149
5. By mail to: Group of 10 $450 • Individual Tickets $49
San Diego Business Journal
Table of 10 $450
4909 Murphy Canyon Road #200
San Diego, CA 92123 $49
Cancellation not accepted
7 days prior to event.
34 | SPRING 2007 | Diversity Works!

Journey to a
Blissful Life
by Maria D. Dowd

“Perfect for sisters who

want their ‘soul food’ in
bite size chunks.” Voted “Emerging Company of 2006” Black Enterprise Magazine
Essence, Jan. 2006.

INTEGRITS CORPOR ATION

Diversity Works! | SPRING 2007 | 35

36 | SPRING 2007 | Diversity Works!

Marketplace For information on placing your Diversity related advertising,
call (619) 266-6244 or email diversityworks@sdul.org

Diversity Works! | SPRING 2007 | 37

38 | SPRING 2007 | Diversity Works!

“We provide under-served com-

munities with financial products and
services that helps them build wealth”

Bob Adkins
President/CEO

www.neighborhoodnationalbank.com
RTN168_DiversityAD 9/14/06 5:35 PM Page 1

Diversity Works! | SPRING 2007 | 39

A diversity of great technology and solutions

starts with a diversity of great people

At Raytheon, an inclusive culture is one of the things we believe gives us a competitive advantage. By recognizing
the uniqueness of individuals, empowering employees, and truly valuing their input, our company consistently performs
beyond all expectations. It’s a philosophy we’ll always embrace. It’s right for people, and it’s right for business.

We’re proud to feature Raytheon employees in

our ads. To join them in a rewarding career, visit
www.rayjobs.com

© 2006 Raytheon Company. All rights reserved. Raytheon is an equal opportunity, affirmative action employer and welcomes
a wide diversity of applicants. U.S. citizenship and security clearance may be required. “Customer Success Is Our Mission”
is a registered trademark of Raytheon Company.
40 | SPRING 2007 | Diversity Works! Diversity Works! | SPRING 2007 | 40

Post your resume

online today!

Connect with over 500 area

employers

Visit us at
www.ulsdjobs.net